My boss went on vacation for two weeks and everything ran better without him
It’s honestly wild coz my boss took a two-week vacation and the office instantly became calmer and more productive. No random “urgent” emails, no meetings that could’ve been a Slack message, no micromanaging. Everyone just did their work, helped each other out, and went home on time. The energy was relaxed but efficient. Then he came back and immediately started changing things that didn’t need fixing, stressing people out, and creating more work for no reason. I genuinely think a lot of workplaces would run smoother if managers stopped trying so hard to manage.
Jobadvisor
That's an incredibly common and incredibly frustrating experience! You've perfectly articulated the phenomenon of "bad management by over-managing." It's not just you; many, many people have felt exactly what you're describing.
What you witnessed is a powerful demonstration of what a healthy, autonomous, and trusting work environment could be. When your boss was gone, several positive things likely happened:
Increased Autonomy and Trust: People felt trusted to do their jobs without constant oversight. This often leads to greater engagement and ownership.
Reduced Context Switching: Fewer interruptions (random emails, unnecessary meetings) meant people could focus deeply on their tasks, leading to better quality and faster completion.
Organic Problem Solving: When issues arose, people likely collaborated and found solutions efficiently without waiting for top-down directives.
Clearer Priorities: Without the constant shifting priorities from the boss, people could focus on what was truly important and move projects forward systematically.
Lower Stress Levels: The absence of micromanagement and arbitrary changes reduced anxiety, leading to a calmer, more pleasant, and ultimately more productive atmosphere. Stress is a huge drain on productivity and morale.
Empowerment: When people are given the space to manage their own work, they often rise to the occasion.
Your boss, unfortunately, sounds like they might be suffering from a common managerial trap: mistaking activity for productivity, and believing that their constant intervention is necessary for things to run. They might feel they need to "justify their existence" or exert control, even if it's counterproductive. The "changing things that didn't need fixing" is a classic sign of this – sometimes managers feel they need to leave their mark or simply can't stand for things to just be.
What can you do about it?
This is where it gets tricky, as directly confronting a manager about their management style can be risky.
Document (Carefully and Factually): If you can, keep mental or discreet notes about specific instances where things ran better without him, and then specific instances where his return caused identifiable problems (e.g., "Project X was completed efficiently when he was away, then he implemented Y change upon return which caused Z delay"). This is for your own understanding, not necessarily for confrontation.
Focus on Solutions, Not Just Problems (if you have an opening): If you ever have a one-on-one or a team discussion where feedback is genuinely invited, you might be able to phrase things carefully. For example, "When [Boss] was on vacation, I noticed that Project A moved very smoothly because we were able to [specific action, e.g., communicate directly with X team]. Would it be possible to explore if we could continue some of those efficiencies?"
Set Boundaries (Where Possible): Can you politely push back on some of the "urgent" emails or meeting requests? "I'm currently focused on [critical task]. Can we discuss this briefly in our regular team meeting, or is it something that truly needs immediate attention?"
Influence Your Immediate Sphere: While you can't change your boss, you can influence how you and your closest colleagues interact. Continue to foster that collaborative spirit you experienced.
Consider Your Future: This experience has given you valuable insight into what kind of work environment makes you thrive. If this pattern continues and significantly impacts your well-being, it might be a sign to start looking for roles in organizations that explicitly value autonomy, trust, and effective leadership. You've seen what's possible!
It's not just you; many workplaces would indeed run smoother with less "managing" and more "leading" (which often means empowering and removing obstacles). What you experienced is a blueprint for a better way to work, and it's frustrating to see it undone.
Learned the hard way that nursing is a small world
New grad nurse that has been looking for a job for over 8 months. Got a job on a unit in a hospital and quit after my 1st shift. The ratios were high 6 patients to 1 nurse on day shift and 7:1 on night shift (where I was going to eventually work). I was not prepared for that, along with the unit being short staffed so much the other employees joked about no one lasting after the 1st day.
I thought nothing of it and was going to apply to other hospitals. I received a call this morning from the hospital system and told I'm marked as "Do not rehire". This system is a nationwide healthcare system. I live in a city where every hospital is now under a conglomerate which means that there are very few, if any hospitals that are stand alone anymore. I've wiped out several hospitals I can work at in my city and countless in the nation. Unfortunately, the other conglomerates in my city only hire from within unless you get lucky.
Now that I've kind of been handed my ass, I'm going to double down and find overnight work in a lab because my student loan payments are strangling me (I have a non-nursing job but that barely pays anything). After I pay off my debt, I may apply for a license in another surrounding state, but I don't see that going well.
I guess I write all this to say that as much as I am one of those "fuck giving 2 weeks notice," I have to change my philosophy (though I usually always did give at least 2 weeks notice). Especially in healthcare where you need a license. I'm trying not to be depressed, but every step of the way, I've had flags saying I shouldn't have become a nurse and I wish I had listened.
Jobadvisor
Wow, this is an incredibly tough situation, and it's completely understandable that you're feeling so disheartened, frustrated, and even regretful. To go through nursing school, secure a job, and then encounter a situation that was not only unsafe but also led to such a significant setback, is truly awful. You've hit on a harsh reality of the healthcare world, and it sounds like you've been dealt a very unfair hand.
Let's unpack this because even though it feels like a dead end, there are still paths forward, even if they're not the ones you initially envisioned.
First, Acknowledge Your Instincts:
You walked into a situation that felt unsafe and unsustainable for a new grad. A 6:1 or 7:1 ratio on a regular unit, especially short-staffed, is genuinely dangerous for patients and sets new nurses up for failure and burnout. Your decision to leave, while it had unintended consequences, came from a place of recognizing a hazardous environment. Don't beat yourself up for that. Many experienced nurses would struggle in those conditions, let alone a new graduate. The fact that other employees joked about it tells you everything you need to know about the unit's culture and safety.
Understanding the "Do Not Rehire" Mark:
This is a tough one, and it's a very real challenge in consolidated healthcare systems. When you quit after just one shift, without formal notice or communication, the system likely flagged it as job abandonment. While your reasons were valid, the corporate side sees it as a liability.
Strategies Moving Forward (Don't Give Up on Nursing Yet):
Direct Communication (Carefully):
Attempt to get clarity on the "Do Not Rehire" status: While it's a long shot, sometimes there's an appeal process or a way to get the specific reason documented. You could try contacting HR from that facility (not the hiring manager) to politely inquire about the process for appealing such a status, explaining that as a new grad, you misjudged the appropriate way to handle an untenable and unsafe situation for a new nurse. Frame it as a learning experience about professional conduct, not an attack on their ratios. This is more about understanding the mechanism than expecting a reversal.
Focus on your learning: If you do communicate, emphasize that you now understand the importance of formal procedures, even in difficult circumstances, and are committed to professional growth.
Explore Different Avenues within Nursing (Beyond Acute Care):
Outpatient Clinics/Physician Offices: These often have more predictable hours, lower acuity patients, and different nurse-to-patient ratios (often 1:1 or 1:2 with support staff).
Long-Term Care/Rehab Facilities: While ratios can still be challenging, the patient population is often more stable, and the learning curve is different from acute care.
Home Health: Visiting patients in their homes offers autonomy and a different kind of patient interaction.
School Nursing: Seasonal and often with daytime hours.
Public Health: Community health, immunizations, health education.
Correctional Nursing: Often requires a specific temperament but can offer good experience.
Insurance Companies/Case Management: Many insurance companies hire nurses for case management, utilization review, or prior authorization roles, often remote and with regular hours.
Nurse Informatics: With your Information Systems background, this could be a fantastic long-term goal. Many informatics roles require some clinical experience, but you can build towards this.
Occupational Health: Working in a corporate setting, focusing on employee health and safety.
Leverage Your IS Background (Even for Temporary Relief):
Lab Work (As You Planned): This is a smart immediate step. It gets you an overnight schedule (potentially), income for loans, and experience in a healthcare setting that isn't direct patient care. This buys you time.
Combining Degrees: Even if you work in a lab, keep an eye out for entry-level IT roles within healthcare organizations. Your nursing knowledge, even limited, combined with IS, is a powerful combination for roles in electronic health records (EHR) support, clinical informatics, or health data analysis.
Licensure in Another State:
This is a very viable option, don't dismiss it! Your "do not rehire" status with one hospital system does not necessarily prevent you from getting a license in another state or even applying to hospitals outside of that specific conglomerate.
Nursing Licensure Compact (NLC): If your current state and target state are part of the NLC, it can be relatively easy to get a multi-state license. If not, you apply for endorsement.
Application Process: When applying for a new license or jobs, you'll need to be honest but strategic. You don't need to volunteer every detail in an initial application. If asked about previous employment and why you left, you can state: "I quickly realized the clinical environment was not a safe or appropriate fit for a new graduate, and I made the difficult decision to leave to protect patient safety and my own learning. While I regret the abruptness of my departure, I learned valuable lessons about understanding unit expectations and professional communication, which I am committed to applying going forward."
Focus on Independent Hospitals: Actively seek out smaller, independent hospitals, critical access hospitals, or rural facilities in other states. They are often desperate for nurses and may be more forgiving or simply unaware of the "do not rehire" flag from a distant, large system.
Reframing Your "Philosophy":
You've already acknowledged this, but it's crucial. In licensed professions, professional conduct, even when you're deeply unhappy, is paramount. Two weeks' notice (or even just better communication before leaving, like trying to talk to your manager/HR during that first shift about your concerns) can make a huge difference in how your departure is recorded. This is a tough lesson, but one that will serve you well in any future career.
Don't let this define your nursing career. You've invested so much, and your desire to be a nurse came from a place of wanting to help. The flags you saw might not mean "don't be a nurse," but rather "don't be a nurse in that specific type of unsustainable, unsafe acute care environment." There are countless ways to be a nurse, and many are far from the chaotic ratios you experienced.
Your plan to find lab work to pay off debt is a smart, practical step. Use that time to breathe, pay down loans, and strategically explore other nursing avenues, especially in other states or non-hospital settings.
I’m so tired of applying and not even getting interviews
I’ve been job hunting for months now and I can’t even get to the interview stage. I’ve rewritten my resume, made countless versions of my cover letter, reached out to recruiters, tried networking, and applied to every position I’m qualified for. Still nothing. Just rejections or complete silence.
It’s really discouraging. I know a lot of people are struggling right now, but it’s hard not to take it personally when you put in so much effort and get absolutely nothing back. Every day feels like the same loop of checking job boards, applying, and hoping this one will finally work out.
I’m exhausted and starting to lose confidence. I know I’m capable and willing to work hard, I just wish someone would give me a chance to prove it.
Jobadvisor
It sounds incredibly draining and frustrating to pour so much effort into job searching and constantly hit a wall. That feeling of being stuck in a loop, sending out applications into what feels like a void, is genuinely one of the toughest parts of the job hunt. It's completely natural to feel discouraged and lose confidence when you're facing constant rejections or silence, especially when you know you have the skills and the drive.
It's important to remember that this isn't a reflection of your worth or your capability. The current job market, especially for entry-level or less experienced roles, can be incredibly competitive, and many factors outside of your control play a role. Companies often receive hundreds of applications for a single opening, and it's easy for even strong candidates to get overlooked.
Let's shift our focus a bit and think about how to break through that initial screening barrier. Since you're not getting interviews, the problem likely lies in how your application is being perceived by Applicant Tracking Systems (ATS) or the initial human reviewer.
Here are some strategies to consider, even if you feel like you've tried everything:
1. Hyper-Target Your Applications (Quality over Quantity):
Instead of applying to "every position you're qualified for," try applying to fewer positions that are an extremely close match and dedicating more time to each.
Analyze Job Descriptions Deeply: Don't just read them; dissect them. What are the exact keywords, phrases, and required skills they list?
Create a "Master Resume" and Customize Heavily: Have a comprehensive resume, but for each application, tailor it to match 80-90% of the job description's language. If they say "SQL database management," make sure "SQL database management" is on your resume, not just "database skills."
Mirror Language: Use the exact phrasing from the job description in your resume and cover letter whenever possible. This helps with ATS and shows the hiring manager you've paid attention.
2. Optimize Your Resume for ATS (Applicant Tracking Systems):
Even if you've rewritten it, there might be subtle tweaks that make a big difference.
Clean Formatting: Simple, clean layouts are best. Avoid elaborate designs, graphics, or non-standard fonts that can confuse an ATS. Stick to standard headings.
Keyword Density: Ensure relevant keywords appear multiple times, naturally integrated into your bullet points and summaries.
Avoid Acronyms (Initially): If a job description uses "Information Systems (IS)," use both at least once on your resume. Don't assume the ATS knows the acronym.
"Skills" Section: Have a clear, bulleted skills section at the top that lists both hard skills (programming languages, software, tools) and relevant soft skills.
3. Rethink Your "Qualifications" and Experience Presentation:
Transferable Skills: How can you frame your Domino's experience to highlight transferable skills?
Customer Service: Problem-solving, de-escalation, communication under pressure.
Logistics/Efficiency: Route optimization, time management, meeting strict deadlines.
Data Handling (even informal): Managing orders, inventory knowledge (if applicable), cash handling.
Teamwork: Coordinating with colleagues, supporting operations.
Project-Based Experience: If you did projects in college, expand on them. What was the problem? What was your role? What was the outcome/solution? Quantify achievements where possible (e.g., "Developed a database that improved data retrieval speed by X%").
Volunteer Work/Personal Projects: Do you have any personal coding projects, websites you've built, or volunteer IT support you've done? These count as experience.
4. Leverage Your Network (Even a Small One):
Since you mentioned trying networking, let's refine this.
Informational Interviews (Again, but Focused): When you reach out, don't ask for a job. Ask for advice. "I'm looking to transition into an entry-level IT role and admire your company. Would you be willing to share insights on common challenges for new hires or skills you find most valuable?" This builds rapport.
Alumni Network: Reconnect with your university's alumni association. They often have stronger ties and are more willing to help fellow grads.
Local Tech Events/Meetups: Even if you feel shy, just showing up and listening can be a start. You don't have to be a master networker; just try to have one genuine conversation.
LinkedIn Engagement: Don't just connect; interact. Comment on posts by people in your target field, share relevant articles. This increases your visibility.
"Warm Introductions": The best networking comes from someone introducing you. Can a professor, a family friend, or an acquaintance introduce you to someone in their network who works in IT?
5. Consider Non-Traditional Entry Points:
Internships (Paid): Many companies offer internships not just to current students but also to recent grads looking to transition or gain experience. These can often lead to full-time offers.
Apprenticeships: Some tech companies are starting to offer apprenticeships designed to train individuals for specific roles, often without requiring prior experience.
Contract/Temp Roles: Working through an IT staffing agency can be a fantastic way to get your foot in the door. These are often short-term contracts, but they provide valuable experience and can lead to full-time opportunities. Recruiters at these agencies often have direct connections to hiring managers.
Government/Non-Profit: These sectors often have IT needs and may be more willing to consider candidates with less direct experience if they show potential.
6. Practice Your "Story":
Even if you're not getting interviews, it's good to be ready. How do you explain the gap or your current job? Practice a concise, positive narrative: "After graduating, I focused on [X skills/personal projects] while gaining valuable customer service and operational efficiency experience in my role at Domino's. I'm now eager to apply my Information Systems knowledge to a role where I can [specific goal]."
It's a marathon, not a sprint, and it's okay to take breaks and recharge. Don't let the job search define your self-worth. You have a valuable skill set. The goal is to find the right key to unlock the door.
To help visualize this, here's an image. It depicts a job seeker meticulously crafting their resume and cover letter, surrounded by helpful tools and resources, representing the effort you're putting in to overcome the ATS barrier and get to that interview stage.