Questions and Answers about Mary Free Bed Rehabilitation Hospital

Here's what people have asked and answered about working for and interviewing at Mary Free Bed Rehabilitation Hospital.

View all 10 questions about Mary Free Bed Rehabilitation Hospital

What would you suggest Mary Free Bed Rehabilitation Hospital management do to prevent others from leaving?

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5 answers

Make it worth their time. Keep the staffing needs covered and take into account acuity!!

Answered - RN (Former Employee) - Grand Rapids, MI

1
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Hire more people.
Stop admitting people who are not good candidates for rehab.
Start paying your people what they are worth and stop terrorizing them with strict punishments for attendance.

Answered

1
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Change in Management is needed in order to restore Hope and Happiness amongst staff:

I had always been proud to say that I was apart of Mary Free Bed. On the outside they project so many positive outcomes. Unfortunately on the inside Management feels compelled to put their staff in fear of losing their job and continuously adding tasks. They honestly believe this mentality increases productivity.
Furthermore, they downsize their staff in order to meet budget by putting you on a 90 day PIP after you’ be been there for years. This is how they weed out the older/high paid staff and replace with younger, less experienced employees.
Management only cares about their bottom line, not their employees happiness. They use a micromanagement style that consistently adds stress daily.
They are not approachable or trustworthy when issues arise. Staff do not feel they can go to upper management for resolution as they are unable to remain impartial.
I just don’t understand why MFB continues to hold onto poor leaders and allow loyal hard working staff to either be downsized or leave due to poor working conditions. Many past employees continuously report this to HR without action and resolution.

Answered

2
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More Staff - better leadership

Answered - RN Staff Nurse (Former Employee) - Grand Rapids, MI

1
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Management needs to listen to their employees about maintaining work/life balance and offer more assistance programs to increase exemptions and exceptions for productivity.

Answered - Speech-Language Pathologist Level II (Current Employee) - Grand Rapids, MI

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