Let's make it clear when speaking on a supervisor/manager we are clearly speaking of Chris CNO not SherriThe people HATE him across departments even Drs and NPsThere are significant concerns among staff regarding Chris Castillo’s management style, communication practices, and overall handling of the nursing department at Ridgeview Monroe. Multiple employees have reported that Chris Castillo openly stated in meetings and training settings that he was directed by corporate to remove existing administrative and departmental personnel and rebuild the team. These statements created fear, instability, and distrust among employees, particularly because they were allegedly discussed openly in front of staff in professional settings. Many employees perceive his approach as divisive, intimidating, and damaging to morale rather than collaborative or solutions-focused.Staff concerns regarding Chris Castillo include lack of visibility during staffing crises, poor communication, inconsistent accountability, perceived favoritism, failure to support and retain experienced employees, and lack of appreciation for frontline staff who have remained loyal to the facility during severe staffing shortages. Employees have expressed frustration that experienced nurses, supervisors, mental health technicians, and administrative personnel continue leaving the organization at alarming rates while concerns raised by staff appear ignored or minimized. There is also a strong perception that Chris Castillo relies heavily on agency staffing and outside hires instead of focusing on retaining knowledgeable behavioral health employees who understand the patient population and culture of Ridgeview.Many staff members feel that Chris Castillo’s leadership style has contributed to low morale, operational instability, burnout, fear of retaliation, and a loss of trust within the nursing department. Employees consistently report feeling unheard, undervalued, unsupported, and uncertain about their future within the organization. Overall, staff concerns center around transparency, professionalism, retention, accountability, communication, and the need for leadership that actively supports and invests in the employees who keep the hospital functioning daily.

We are chronically understaffed; dangerously understaffed. We frequently do not have basic supplies. Multiple nurses have bought soap, deodorant, toothpaste, shampoo, conditioner, lotion & sanitary napkins to provide for our patients. We have not had towels and/or wash cloths for hygiene.

Treat all staffs equally.

Supplies need to be available when needed.

Safety for patients & staff. Compensation that is competitive. Safety on these units. We need security. It’s scary and most employees fear for their lives daily on these units. I’ll say it again SECURITY & SAFETY as well as pay increases

Ridgeview Institute Monroe could improve in several areas, however, I'll highlight the top three areas for this survey. The area that needs the most improvement for this company is clear and effective communication within a timely format. The lack of clear communication from a pin-pointed source in a timely format creates inter-departmental chaos, invites misunderstandings within the hospital and is the primary source of workplace strife. Seeing as how RIM operates as a census-driven industry, providing staff members with accurate schedules in advance is paramount to ensure hospital coverage as well as premium patient care. Utilizing RIM emails to keep staff members updated allows for all individuals to receive the same instruction while reducing misunderstandings "word of mouth" often cultivates. Addressing this also eliminates the possibility of urgent matters not being adhered to within an aforementioned timeline and improves patient quality of care/satisfaction.Additionally, Ridgeview Institute Monroe is currently lacking in areas related to staff appreciation. Team members being recognized for the hard work and sacrifices they make to keep this industry afloat provides motivation for these individuals to want to continue to make such choices in the future. During my tenure at RIM, the majority of the conversations I've been abreast to regarding "calling off" from work accompanied by statements including "I was flexed", "they don't need me", "I can't keep doing this to my kids", etc. I'm not advocating for pizza parties and thank you cards, rather, honoring the time staff relinquish to give to support RIM (via gas cards, additional PTO time etc.) makes a significant difference in ways staff members truly value and can fiscally utilize at their leisure.Lastly, Ridgeview Institute Monroe must find ways to refine their accountability policies (specifically with timelines/workplace responsibilities). Staff members often show up late for their shifts, call off last minute, or do not have adequate coverage to relieve them at the most crucial times. This places undue burden on those who do present on time and discourages individuals from performing workplace duties should tardiness/laziness constantly be ignored/not addressed. From the nurse watching 30 patients by themselves and the tech who is on a 1-to-1 on the unit to the intake worker who doesn't have night relief and the front desk who has no coverage for lunch, when management does not hold staff accountable for tardiness/poor communication, the entire system collapses and staff members seek employment opportunities elsewhere.

providing financial compensation

Fair incentive across departmentsAll staff should be eligible for tuition reimbursementAll staff should be offered some form of insurance incentiveGetting rid of safety proximity devices (beacans). I proximity device can still work on a patient that is not alive.Closer observation of how CFO directs CNO with staffing -they are not clinical and never go to the unit to see the unsafe conditions.

Acknowledging staff that has dedicated time and efforts. Acknowledging the hard work that those put in to ensure that the facility is a safe environment for the patients and the staff members. Compensating staff financially.

Pay us better and offer more support