Atrium Health reviews about "management"

The pay was not the best. Management was not the best.

Increasing emphasis on seeing more patients without increase in time to do so or pay

Accountability is a significant and ongoing concern. Staff frequently arrive late without enforcement of the established attendance policy. There are also instances of staff sleeping on the unit floor without corrective action unless a serious incident occurs. Unprofessional conduct, including arguments in patient areas, is observed and not consistently addressed. Nursing presence on the unit floor is nearly nonexistent. Nurses are rarely visible in patient areas and primarily remain in the nursing station, where they are routinely observed reading personal books or scrolling on their phones. They also tend to rely on brief interactions during medication passes to assess patients, rather than incorporating the continuous observations and input provided by Psych Techs throughout the shift. This results in incomplete or inaccurate assessments of patient behavior and needs. During escalating or violent situations, there is often a clear absence of leadership, as nurses routinely fail to give a direct cue or decision to go hands-on. This creates a pattern where Psych Techs are left to act on their own or wait until a situation becomes unavoidable. In some cases, there is excessive back-and-forth among nurses regarding which restraint method to use, even after staff have already engaged with a patient. This lack of decisive leadership places additional strain and risk on frontline staff. While Psych Techs are expected to operate under nursing direction, that direction is frequently unclear, delayed, or entirely absent, and at times multiple nurses attempt to take control simultaneously, creating confusion. Nurses will also avoid initiating necessary interventions, such as medicating aggressive patients, in order to avoid the associated documentation, which further escalates risk on the unit. The unit regularly manages highly aggressive and violent patients, yet there is no additional incentive or support for staff assigned to these situations. Assignment patterns also reflect a clear imbalance, with male staff disproportionately handling the majority of physical interventions and high-risk incidents, while compensation remains the same across the board. This disparity is visible in daily assignments and creates both safety and fairness concerns. Opportunity for advancement in this field is very slim unless you want to become a nurse. Additionally, patient acuity levels are at times reduced, such as removing one-to-one designations, not based on improved patient condition but to compensate for understaffing, rather than offering incentives to ensure appropriate staffing levels. Management promotes the idea that staff input is valued; however, when frontline employees provide practical suggestions based on direct experience, those ideas are often dismissed without meaningful consideration. There is a consistent pattern of prioritizing existing policies or prior investments over making changes that could improve safety outcomes for both staff and patients. Additionally, recent equipment changes, such as replacing mattresses with reclining chairs, were implemented without broader team input. These chairs have been widely disliked by patients and have introduced multiple operational issues on the unit, including situations that would not have been possible under previous conditions. It is also important to note that it is generally difficult to be terminated, even when policies are clearly being violated on a routine basis. However, there are instances where employees are disciplined or terminated for relatively minor issues, particularly when there is conflict with upper management or individuals closely connected to them. In these cases, enforcement of policies appears inconsistent, with certain individuals held accountable for standards that are otherwise regularly ignored. Management expectations around accountability are also misaligned. Staff are often implicitly expected to monitor and address the behavior of their peers, despite leadership not consistently enforcing policies themselves. This creates a culture where responsibility is shifted downward without the authority or support to carry it out effectively.

Pay was awful for the amount they want you to do especially over seeing majority of atrium hospitals in Charlotte. Everyone talked about each other especially some people in management didn’t feel they had a open door policy and if it was better believe other teammates in the department knew your business.

Pay feels low for work & skills required.

No negatives in my mind.

Management, sick days are included in PTO