Questions and Answers about Banner Health

Here's what people have asked and answered about working for and interviewing at Banner Health.

View all 190 questions about Banner Health

What would you suggest Banner Health management do to prevent others from leaving?

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24 answers

Management plays favorites and pits people against each other. They encourage that employees “tattle” on each other and use here-say to belittle and punitively punish staff. Human Resources doesn’t have a clinical background and are of no help or backing for staff. If you’re an employee who is targeted, yah better start looking for a new place to work because it will not get better. Despite a “no retaliation” policy, there are those in management who passive-aggressively still retaliate. Raises are on a sliding scale so even if you work really really hard and give to the utmost, you may still only receive a 0.5 to 1% raise - not even a cost of living raise. Policies are created to assist with patient safety, but management does nothing to assist with the additional time it takes to comply with these policies. Instead they push the RN’s to move fast, faster, faster.... which is NOT safe for patients. If you speak up at a staff meeting and ask questions, you’re labeled as a troublemaker. It’s best to pretend you’re a lemming and blindly follow whatever management says if you want to be successful. Also, management is made up of new RNs who don’t have experience or clinical skills.

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They need to drastically improve their staffing ratios for RNs. Quit putting new grads in leadership positions like charge nurse before they can even recognize sepsis.

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To keep my retention numbers low, I would be progressive. With all that happens in a facility like a hospital there are a number of things that can help with the climate of the staff which will help with the mental, physical, and emotional health of the staff in turn, their environment and/or how they feel in it.

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Open door policy-listen to your employees, do various trainings, outtings for moral of staff. Care and help when you can-your employees. Onsite daycare-one stop shop for staff. preliminary teaching hosp. for little ones. Stethoscopes, listening to their heart beats, play doctor, possible medics of the future-all from early exposure. Water table, little ones could practice scrubbing like doctors-promote more hanwashing...

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1
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Listen, be progressive, and think outside the box. Job shadow/training/mentoring program. Job preparedness.

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Listen, help out & acknowledge

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Constant budget cuts, legitimate requests for necessary tools to do your job are denied for years on end. Ridiculous workload, you have to give up standard of keeping up and settle for mediocre results.

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Investigate all witnesses of a complaint,

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3
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I would suggest a management house cleaning in pfs. they are all one click and you can only get promoted if you are their pet or relative. truly we had a director that hired her sons friend with no experience and then told a coworker that she could not hire her daughter because she had no experience.

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6
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Treat RNs as professionals provide support and do not micromanage as if your employees do not have common sense and knowledge

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