Don't Sabotage Your Trainees: Learn How To Thrive as a Trainer

Are you a trainer who's winding down training soon? If so, listen up. 

• It's time to step back and let your trainees use their brains. If they ask a question, wait to reply with an answer they already know. Let the silence hang in the air. Trust that they've learned what you've taught them and will apply it when you're not there. 
• Another key to success? Encourage honesty. No matter the issue, have an open-door policy and tell them that honesty is the best. 
• Make yourself available for them after the training with your personal phone number or email. But be warned, only some people are cut out for training. 
• Some trainers may intentionally sabotage the new hire, leading to their own job security. Don't fall into that trap. Instead, be your best trainer and watch your trainees succeed.

5 Tips to Ease Overwhelmed New Hires

Do you want to deal with overwhelmed and sensitive new hires? Well, fear not, my friends. I have 5 quick tips for you to remember and pass on. 

1. First and foremost, be mindful of what you say and how you say it around new hires who may still be on edge. It's important to create a welcoming and supportive environment for them, especially when they're trying to learn a ton of new information and multitask. Also, don't be afraid to defend them against snide remarks from other nurses or CNA/PCAs.
2. Secondly, train them the right way and then teach them the shortcuts. This will help them become more efficient and confident in their roles. 
3. Thirdly, encourage them to take notes. With so much information to absorb, it's easy to forget important details. 
4. Fourthly, teach them to be proactive. Acting in anticipation of future problems is key to success in any job.
5. Lastly, always be patient and understanding with new hires. They're a valuable part of the team, and with the proper guidance, they'll thrive in their new role.

Michigan Hospital Launch Campaign to Attract and Retain More Workers

A Michigan hospital is launching a new campaign to tackle the ongoing labor shortage in the state's healthcare workforce. 

The campaign, which begins on Monday and is financed by the Michigan Health and Hospital Association, aims to retain, retrain, and attract more people to clinical and non-clinical healthcare settings throughout the state. There is growing concern about maintaining healthcare access, with around 27,000 open healthcare jobs and the loss of 1,700 hospital beds over the last few years due to staffing shortages. The campaign will showcase the benefits of working in the healthcare sector, such as pay, benefits, and making a difference in patients' lives.

The need for more healthcare workers is particularly critical as Michigan's population ages. Thirty-seven of the top 50 high-demand and highly-paid occupations require a four-year degree, 14 of which are in the healthcare sector. To fill the talent gap, the state's universities may have to turn to out-of-state students, international students, and adults who have attended some college but have no degree. 

Michigan hospitals offer maximum scheduling flexibility, transportation to and from work, child care support, and increased pay to attract and retain employees.

Are the Health Unit Coordinators Trained Properly? (Video)

This is the story of how I became a Health Unit Coordinator.

I applied for the job online and was called in for an interview. Before the interview, I had to take a typing test. I took the test and passed, then interviewed and got the job. 

For the first two weeks of the job, the rest of the new HUCs and I were in a room for eight hours, learning medical terminology. Once we passed the medical terminology course, we moved on to the unit we would be working on and were put into a room to complete the required Computer-Based Learning (CBLs). Then, we were allowed on the floor to start our orientation.

If you want to be a Unit Clerk, you must pass a background and drug test. And then, you are sent to the floor for a rushed-through orientation with multiple people. 

How can a new HUC process all of this information, some of which is right and some of which is wrong, depending on who trained them?

How is that being trained properly?