Er - RN Staff Nurse GuideWell Emergency Doctors Employee Review

Manage high acuity patients, great team, no ambulances

Sometimes you have to work late

This is in response to previous post

Interesting post coming from someone who was placed in a supervisory role but spent more time trying to be everyone’s friend than actually leading a team. Let’s talk facts. The time an employee had off was handled directly between HR and the employee. That is not your business, nor was it your responsibility to monitor. What was your responsibility was supervising your staff, addressing issues directly, and maintaining professionalism — all things you consistently avoided. Instead of coaching or disciplining employees yourself, you pushed those responsibilities onto others because confrontation made you uncomfortable. You speak about professionalism while bringing your cat to work and disrupting the front office environment. You speak about integrity while publicly airing accusations and gossip instead of handling concerns appropriately through management channels. The employee you are targeting also worked 10 days in a row with only 1 day off for months at a time, including nearly 6 straight months of covering gaps and keeping operations running when others would not. Funny how that part gets left out. Throwing around accusations about PTO, favoritism, appearances, lunches, hair color, and clothing sounds less like concern for workplace culture and more like personal resentment. Employees do leave toxic workplaces — but toxicity also includes supervisors who refuse accountability, fuel division, and create drama instead of solutions. Before pointing fingers at everyone else, it may be worth looking in the mirror and asking why leadership responsibilities were never successfully handled in the first place.