Taking staff suggestions into consideration. More security because having 1 per shift is unsafe for the patients and staff.

Better department training and communication amongst the different sectors of the facility.

I think Ridgeview is doing a great job, but with building being older, there are many things that are always not working. Next I have not received my increase in pay but others in my dept received theirs. Don't think it's fair. Management said they have addressed this issue but nothing they can do. It is the for evaluations again and have not received the first one

Everything

They need to clean the facility and upgrade the furniture. They are old and dirt.

Better pay and a more sustainable way to complete daily administrative tasks.

I believe it all starts with management. Communication is so important and sending out blast at night or early morning with pertinent information is not helpful. Call a zoom meeting and tell us all that we need to know with examples on how to get there. The night shift House supervisors are not approachable or helpful especially Christina/Kristine. Or they are not knowledgeable with Ridgeview’s protocol like Anthony. So what is the point of a House Supervisor. On night shift you are left to figure things out on your own. If I am left to figure things out on my own, can you at least have information binders on the unit to ensure I am doing things correctly and nothing is being missed. Even some of your veteran employees do not know how to do certain things correctly. You asked them a question and they say “oh I’m not sure”. I understand that everything cannot be covered in orientation, but if something comes up there needs to be resources one can utilize to ensure they are doing protocols correctly. For example, the send out process or administering emergency medications to an adolescents. Who do call for____ NP vs Medical. It is very annoying to call the NP on call and they state “yeah, no call medical”. No one likes to ask for help, but it is very discouraging that you feel like you can not call House supervisors because you are going to get yelled at or ignored by Christina/Kristine or get wrong information from Anthony. Maybe putting an information booklet with expectations and “how to” on the unit so that we do not have to bother the House supervisors or get the wrong information from them would be helpful as Ridgeviews expectations and standards are different from the typical hospital.

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Employee Satisfaction could definitely improve. Possible solutions include: paying employees actual livable wages, managers and supervisors not treating people under them like less than, working on interdepartmental respect and communication, and doing what you say you're going to do (i.e. hiring more therapists). I believe this will lead to higher morale and productivity and less employee frustration, which will then increase patient satisfaction.

Ridgeview Institute Smyrna could improve employee satisfaction and workplace culture by focusing on several key areas. Providing employees with competitive, living wages that reflect the demands and responsibilities of their roles would help improve morale, retention, and overall job performance. Additionally, fostering a culture of mutual respect and professionalism between leadership and staff is essential. Employees are more likely to feel valued and motivated when upper management communicates effectively, listens to concerns, and treats all team members with fairness and respect. Strengthening support for frontline staff, improving staffing levels, and encouraging open communication could also contribute to a healthier and more productive work environment.