The Motivated Therapist

Beam Me Up, Scotty!

Cheryl Ellis — Tue, 12 Aug 2008 15:42:00 GMT

Ok, you've REALLY had it with respiratory therapy? Fine. But before you give your entire family and your wallet a stroke, why not consider taking a hiatus from the field rather than give it up like it was a case of the measles?

"Hiatal Halftime" needs to be carefully planned so you have somewhere to work once you resign. You may want two or four weeks of vegetating and watching your plasma screen TV (bought with your overtime that you won't have anymore because you're leaving forever and you mean it). Just don't take forever. Two weeks out of the work force will have you out of the habit of getting up and getting on with the day.

Your exit should be done in a professional manner. As much as you might want to set the bridge on fire, think of your future. Going back to a former employer can be an easy job to get, but you have to be eligible for rehire.

Don't talk about your planned retirement until you've submitted your resignation, either. Even the closest of friends at work might let something slip, and you don't want to be "convinced" to stay. If you're saying "Maybe I want to be convinced to stay", then just ask for some personal time off. The "Convince Me to Stay" card works for some folks on a regular basis, but not for everyone.

THINGS TO DO WHEN YOU'RE RESIGNATION READY

Check your motives one last time. If you didn't get the salary increase you wanted, or there are other reasons, you can try the last ditch try to work it out, professionally. If it's a "no go", implement your "find that other job" plan. Then offer the respectable two-week notice.

Craft your resignation letter with the future in mind. This sounds like a blog entry to me, but the short version is to deal with what is pertinent. The only thing that is pertinent is that you are resigning and giving appropriate notice. Oh, and check in for that blog entry for more help.

Design that future! Maybe you want to work at a coffee shop for some low stress for a couple of months to bring some cash in while you sell your artwork or do web design freelance. Do you want to bartend and get great tips? Awesome, make it happen.

THINGS TO DO ONCE YOU'VE COMMITTED TO RESIGN

Shut UP about how great your life will be once you leave your awful surroundings. True story: I worked with someone who resigned and spent the next couple of weeks talking about how much he hated the job and how great it would be when he started his own business. Then he passed out his business cards. One coworker told me he wouldn't use the guy for anything after he had to listen to all his work complaints because he was part of what the guy was complaining about.

Be impeccable in your work for your remaining time. It's no time to slack off, even though you've sworn never to return (cue theme music). It's what people will remember when you've gone. It's also what they'll remember if you want to return in any fashion, or need a "good word" for any reason.

Ask for a letter of recommendation from individuals you are connected to, but also neutral ones that have some titular punch.

Don't expect to be given a "going away party". You're leaving them. If you want, spring for a couple of pizzas to be delivered at whatever your mealtime is, as a "thank you" to your fellow employees. You don't have to buy for the whole department. Donuts or breakfast bread for day shift, if that's your shift, with a (prominent) NOTE saying "Thanks for the good times" is sufficient. It beats walking out the door holding your lab coat and bemoaning not getting a goodbye card.

Don't call out your last day. If you're truly that sick, go to the doctor and get a note. You can have your doctor fax it to the department, but keep a copy for your records. It seems silly, but you don't want that creeping up to haunt you, especially in a field where word travels fast. Who wants to be known as The Jerk Who Called Out His Last Day (especially if they DID plan a party!)?

-- Cheryl

Do You Want Fries With That?

Cheryl Ellis — Fri, 01 Aug 2008 14:46:00 GMT

You may find that you're not making enough money as a "therapist" in your particular job setting. If you've checked the median pay scale at similar settings in your area, a setting change might be in order. I've written a number of times about this topic for Advance, and it bears repeating again and again. It also beats working your way up to Head Fry Cook at the local fast food restaurant.

Now, as Head Fry Cook, you *could* eventually be your own boss, but then if you were a Fully Qualified Brain Surgeon or Centerfold Model, that would also be true. If you're reminding yourself that you got into the field to help people, it's time to look at the various ways you can still be in respiratory care and help them.

MULTIPLE OPTIONS

Geographically, you have to consider what's available. I remember the "good ole days" where a one year stint in Saudi Arabia netted you $75,000, and I think it was tax free. Do you really want to take a trip around the world? You might be saying a resounding yes to that. As long as you have freedom to travel, a life (however long lived) as a traveling RT is an option.

Should you start on that road, literally and figuratively, find out the buying power of your earnings where you go. Just because you're in a new setting won't promise that your cash will travel as far as you do.

My experience in medical equipment has taught me that I'm still wary of cylinders (and I believe that they may just have their own consciousness), but it's an option I prefer to extended patient care.

Investigate some creative possibilities with marketing your respiratory skills. Pulmonary doctors may need someone in-office to assess patients and give stat treatments. Much depends on the physician's office.

DO YOU CARRY THE MEMBERSHIP?

Some therapists popped into the field by way of nursing, or vice versa. If you have more initials after your name than those ending in RT, you have exponentially increased your scope in job relocation.

You can also carry out a short term plan to add credentials, including the now-popular Asthma or Tobacco Educator. While your irritation with your current pay scale or duties might be tipping you to "exit stage right" from the field, don't make rash judgements.

Ask What You Can Do For Your Wallet!

Cheryl Ellis — Mon, 21 Jul 2008 13:34:00 GMT

President John F. Kennedy's statement "Ask not what your country can do for you, ask what you can do for your country" still resonates today. It asked US citizens to look outside of themselves to fulfill your needs and help others.

There's something to that when it comes to hunting down a raise.

Raise inquiry can be done at the final interview when you're on the job hunt. As a motivated therapist, you'll want to know when the "carrots" are going to be given. To be a "vewy smawt wabbit," ask to review the particulars of the position during the final interview.

Salary and benefits make up your total compensation package. If you've done your homework and have an idea on current fair pricing for your job, you'll know whether they are running low or high on the offer. You may decide to accept a lower per hour rate because the benefits are significant. Or, you may not have done your homework and now you're in a position of being offered less than you expected.

Think of JFK in this situation. Ask your interviewer what you will be doing for the department. Realize that this is your value to the hospital, your biggest bargaining chip. And if they don't offer specifics, consider filling in the details yourself.

Even if you're just out of school, be able to state what you can do for your department. It could make the difference between getting shortchanged and what you actually deserve.

-- Cheryl

Raising the Bar

Cheryl Ellis — Fri, 27 Jun 2008 16:35:00 GMT

Consider this: Why do some people get better raises than others?

If you're in a structure where merit raises can be haphazard (e.g., one month it's 2 percent across the board, the next month, two people get fifty cents and another gets a dollar per hour raise), you'll need to do some close observation. That might not be difficult when its coffee break time and people are complaining about being up for a merit raise when the department head is in "that kind of a mood."

We'll never outgrow the need for raises, but we can't always determine when the raise is commensurate with our progress. During my employment at a medium-sized hospital, raises were given to all employees at a given point in the year. There were several categories of increases, with twelve, fourteen and sixteen percent being the possibilities. Anything more or less than the above numbers had to be rationalized in writing. So you could be performing at a "fair" level and still come out with a very nice 12 percent raise.

The postscript to the above tale: The CEO was deposed for financial mismanagement, and no one saw a raise for two years after that. Then everyone got a 2 percent cost-of-living increase.

Again, knowing what's in the procedure manual about raises will help a lot. As dry and boring as manuals can be, effective skimming and highlighting will be informative. It will also help keep your blood pressure in the normal range if you ask a question about salary increase and are given a "strange" answer.

OH, THOSE WEIRD RESPONSES COME CHEAP:

"We don't give raises unless you do something out of the ordinary."

"The boss is only giving you the raise because she's nice."

"I only give pay increases after someone has been here five years."

Have you heard any of these first- or second-hand? Feel free to post them below in the comments so we can have some laughs.

-- Cheryl

Sailing on the Good Ship Titanic

Cheryl Ellis — Mon, 23 Jun 2008 13:56:00 GMT

One of the blog readers commented that "we are all on the same sinking ship." Well, if you were on the Titanic, as it went sinking down, what would you have done?

Forget history, the movies, or anything you've read. I personally would have hauled all the steerage folk up aboard to have them rip the ship apart and make rafts. My logic is that carpenters, handymen and boat builders would be among those able and willing to create makeshift boats to save more people.

Historically, we're told that the third class passengers were kept behind locked gates until the word came to let them out. The occupancy of the lifeboats could only rescue about half the passengers. Titanic bigwigs relied on the ship being "virtually unsinkable" and on help arriving in time (which it didn't). They didn't even fill the lifeboats to full occupancy based on their "women and children first" protocol.

Sinking departments apply logic similar to the Titanic, with negative results. Administrators hold some employees in higher esteem than others, giving these employees preference for days off, treatment load, etc. Lower rung folks who may have technical skills to contribute can be ignored.

Once again, stay tuned for more commentary, we'll be broadcasting right here.

-- Cheryl

Let My Raises Go!

Cheryl Ellis — Mon, 09 Jun 2008 14:02:00 GMT

Yeah, I remember Charlton Heston as Moses and his "Let my people go!" line from the Ten Commandments movie. Doesn't it seem that way when it comes to raises in some departments? Managers aren't wearing a Pharaoh costume, we're holding a clipboard instead of heavy stone tablets, but we're still wondering where our evaluations and merit raises are.

Whether a hospital corporation, large or small, is offering merit raises is another story. It's good to know it up front before you sign on as an employee. Generally, an interview with the department head can address this, but save it for one of the last questions you ask. Interviews too often begin with "how much" and continue to "when is it more?" for those new to interviews. But this isn't about interviews.

The Commandments of Getting Raises

KNOW THE PROCEDURE MANUAL: If the manual says nothing about merit increases, you probably didn't hear anything about it in "orientation." Take a good look at it and see where you can find a statement about merit increases for the type of employment you've been hired for. If you're part time, look under "part time" to avoid laboring (literally) under the delusion that you'll get more money for doing better "in time."

USE "HUMAN RESOURCES": That's the department of HR as well as other "human resources" of information, such as coworkers. You don't have to ask right out on your first day, but keep your ears open. If you've formulated what you consider a "special deal" with the management, answer their question on how much you're making with a question. "What's typical in this department?"

The other eight commandments have to do with being thrifty, brave, and returning wallets with their money and identification intact to police departments. Not really, but they do involve being a good girl/boy scout and watching for signs of change. You might work in respiratory care, but decisions are made all over the hospital, especially in HR and administration.

See you next week, same alveolar time, same alveolar channel!

Until then, check out ADVANCE's salary information and stay tuned.

-- Cheryl

Social Distortion, Part II

Cheryl Ellis — Fri, 02 May 2008 14:34:00 GMT

Let's jump right into the worst that can happen. Well, there's a whole jungle of "worsts" so let's pick a couple of "winners."

RHETT BUTLER MANAGER MEETS SCARLETT O'THERAPIST

Isn't he wonderful and your shift supervisor! This not-uncommon match can occur whether the manager is male or female. It's especially common for hospitals to discourage this type of arrangement. It's also common for employees to circumnavigate the blockade by keeping it a secret.

Common misconceptions include that your companionship will be kept a secret, that your needs will take precedence over other therapists', and part B of needs being met entails that good ole Rhett will "give a damn" when you're in a spot.

BEEN THERE, DONE THAT THE WRONG WAY

My personal experience with the Rhett Butlers is that they do not, will not, and cannot rescue you. Their advice can also be suspect if they are put in a "me vs. you" situation. The illusion is that love (or lust) rises to the top. Sometimes...but so does sewage.

Excuses may range from "I only said I might be able to help you" to ignoring your comment about a raise that didn't go through. If it's a real relationship, your time together away from the department will address how the two of you will handle work related problems. Where relationships go when there are disappointments relating to the job indicate whether it's a relationship or a fling.

SO ... WHAT'S MOTIVATION GOT TO DO WITH IT?

Again, it's all fun when you're playing dress up so you can be at your best when you run into your work-amour. But remember other people are watching. The others may be as high up as administration, and they will notice the difference in your attire, manners and how easy you are to locate when on shift.

You might be more than happy to visit one sector of the department or hospital, and this can be a positive motivating force in doing jobs you'd normally shy away from. What are you going to do when the connection is disconnected, and staff is depending on you to make your normal, cheerful rounds?

Even if you're working different shifts (which may be an option for interdepartmental dating), the attraction to stay over and see your date can lead you to accrue overtime and build expectations. It's great when you get compliments, but if either of you pulls the plug on the personal interaction, it can lead to soap opera level drama.

NIGHTMARE ON ALVEOLI STREET

"Stalker" is a term thrown around with numerous levels of seriousness. Interdepartmental or other dating can result in having your sidekick in a bulimic text message fit. In rare cases, a well-kept romance gone wrong may force you to disclose any policies you've violated. If it comes to this, it's better to face the disciplinary action (if any) than to face off with a relationship gone out of control.

Social Distortion, Part I

Cheryl Ellis — Fri, 25 Apr 2008 17:06:00 GMT

When you're working twelve-hour shifts, it can be difficult to have any kind of social life outside of the hospital. Consequently, we may find ourselves drawn to others we work with. This might not be so bad if it's the cute OR tech who we see periodically as they drop off blood gases. It becomes more tense and dramatic (and often exhilarating) when it's someone in our department.

Our sense of social possibilities becomes distorted the more we work, go home and linger until we go back to work. If you're considering any kind of involvement with someone within your department, weigh what it will do to and for your career motivation.

In my career, I've seen interdepartmental marriages and liaisons work for a while, only to end in divorce or a drama that could have been broadcast on COPS. Working with someone does not make them a good candidate, although they may be.

It might be motivating to get up and bounce into work knowing you will see someone who will offer you the initial stages of having a social life. It's also very convenient, because when the workday is over, you can go home and collapse.

Potential problems can bloom like violets in the springtime, and if you're new to this aspect of the field, you can benefit from some guidance.

Stay tuned as I explore this further in my next post!

Hey, Coach! Part II

Cheryl Ellis — Thu, 10 Apr 2008 16:08:00 GMT

Last time I discussed how, if you're at the beginning or transitional state in your career, you might consider a job coach.

Beginners in the field often benefit from mentors, but no one is saying the mentor did everything right in their rise to the top. Usually, the mentor will be honest about it, and offer viewpoints from the "shouldn't have done that" perspective. That can help a lot. It's also a column called "Choosing a Mentor", which will be coming up.

On the other hand, a job coach will help the new hire to understand corporate politics, which even the smallest departments have. The job coach looks at exactly who and what you're working with. Their goal is to get you to function within the environment so you can get the most out of the place you're in.

This works for the individual in transition, too. You may be dancing around, wanting a transfer, promotion, or another place of employment. Since the only transition that seems to happen immediately is the one where you get the pink slip, a job coach can help you hang in for the final quarter.

Coaches may even be able to improve a job position you have by helping you see where you can make changes.

For example, you may truly despise the shift supervisor you're working under. The person seems incompetent. Take this to the coach. After some discussion, you may find the real issue is the supervisor is favoring other staff by overloading you with work. The coach will show you ways to speak up, not "squeak" up, and level the workload, instead of accepting "I guess I just counted them up wrong...again" for an explanation.

A job coach will help you face any fears you may have developed in your work experience, and assist with preventing any more fears from hatching.

Hey, Coach!

Cheryl Ellis — Thu, 03 Apr 2008 13:18:00 GMT

In higher realms of the job spectrum (CEO, CFO), a job coach is not only affordable but a necessary expense to move ahead. What does it mean to the rest of the employed world, especially in the medical field?

A job coach can take a look at your job description, work environment, and all the variables you want to change from an abstract perspective. Coaches differ from mentors in that they may never have worked in your field, and they are paid for their services. The paid aspect of the definition is important, but don't rule out the fact that there may be a "mentor" or two out there who will gladly accept payment.

Yet they're capable of identifying common patterns within the workplace and employees. That makes them able to help you with changing reactive patterns to whatever is a problem.

Another up side to a coach is that they want to see you "win." They're a for-hire service that is designed to beef you up and keep you in the work game. Ultimately, you have to decide what a job coach can and will do for you.

Don't write that first check yet! In the next post we'll look at some things to help you decide if it's right for you.

"You know what your problem is? You don’t relax."

Cheryl Ellis — Fri, 21 Mar 2008 18:40:00 GMT

It's always nice to get a free diagnosis, but not from a coworker who has his feet up on the desk while you load supplies into the department. This coworker may be your shift supervisor or lead therapist. In other words, from someone who should be doing that job.

Or it may come from a fellow therapist at your level. There you are, drawing blood gases with the speed of Count Dracula. There's the therapist assigned to that unit, talking to the nurses, holding the steaming cup of tasty coffee.

So ... why are you doing their jobs?

You may have a variety of answers for this question. It could be a slow day and you want something else to do. You could be a fast-paced worker and need more to do.

Another possibility is that the supplies have been sitting around for about four hours and you're sick of looking at them sitting in the middle of the department, while everyone walks around them.

This is where looking at your real motivation is important. You may be sick of those supplies blocking walking space. There may be complaints directed at your sector (pulmonary lab, etc.) for not picking up supplies. If you have not been assigned a given job, you have no business pushing yourself to do it.

Think of the opening comment about "learning to relax" made by the person who was supposed to do the work. If they're fine with undone then you should be too.

Doing their work once is a mistake. Doing it twice could make it your job permanently.

Take a look at the darker side of sweeping in like Superman and blowing out all the blood gases in another therapist's unit. Is anyone saying thank you? Did anyone pitch in? Probably not. Ultimately, by doing everyone else's work you can lose motivation to pitch in when needed.

Let's go back to the original situation. If you have finished all your assigned work in your unit you can do other things. Stay in your area. Take a look at each bed in the unit to make sure they are properly supplied. You can review charts briefly and ask the nurses if anyone else might need to be put on treatments.

Lastly, have you had lunch and/or break time? Then take what's due. Remember, there's no extra money or gold stars or immediate promotions for ignoring these things.