Get Support
A few winters ago, I attended management training in Portland. It was a snowy, blustery day that turned to sleet and freezing rain by nightfall. I'll never forget that long drive home.
But it stands out for another reason. A new manager at the meeting asked, "What do you do if administration doesn't support you? I can't get new staff - they don't back me up at all." He wasn't just complaining; he was at wit's end.
A 2005 analysis by the U.S. Department of Health and Human Services and many other sources support the manager's staffing worries. Hospital administrators may be unaware or preoccupied with shortages in nursing, physical therapy and other fields. Lack of support can be rooted in a lack of understanding.
But lack of support may exist for good reason. A manager may be seen as slow to adapt to change, unable to get along with peers or unresponsive. Administration may have been blindsided by a policy change or physician complaint. This references a survey listing a few reasons, suggesting people are hired for what they know but fired for who they are.
Ignoring administration means not getting support with new staff, equipment and space. It means your laboratory may not be recognized as being staffed with highly trained professionals in growing demand. It means your laboratory will eventually feel isolated and unsupported. When that happens, you can start losing your best people.
Seeking support early and often is vital. Informing, including and consulting isn't a sign of weakness if framed in terms of your hospital's strategic plan. If administration feels "in the loop" first, they don't feel isolated and unsupported. Support works both ways.
As for the poor devil above, the session leader said, "Find another job!" In his case, it may have been too late. When that happens, you're left in the cold.