Related Posts
Sign me up for one!! 😂😂😂
Anonymous User
Bny taken all 3 interview on Saturday & cleared all. #1 Code pair + technical #2 Cross functional #3 Bar raiser . On Monday, HR asked me to send require documents but not scheduled any HR discussion call. I sent docs to HR. Is there any HR discussion call happening in BNY ? How much time BNY takes to release offer post document submission/HR discussion ? BNY Mellon | Pershing Bny mellon technology BNY Mellon BNY
Mentor
Additional Posts in Salaries in Healthcare
37 year lpn salary
Anonymous User
New to Fishbowl?
Download the Fishbowl app to
unlock all discussions on Fishbowl.
unlock all discussions on Fishbowl.
When they start to interfere with your ability to do your job, as it sounds like is happening to you. Being a resource to new hires is great, but not if it leaves you with no time to get done what you need to get done. Talk to your boss about this and be honest with them. If they're adamant about you continuing to onboard, you need to have some other responsibilities cut to make the time for it.
Rising Star
Ugh, this is the classic “You’re so good at this, we’re just gonna keep piling it on forever” trap. They slap a compliment on it like “growth opportunity” or “you’re great with people,” but what they really mean is “we get free leadership labor out of you without having to pay for the title, the raise, or even lighten your patient load.”
Here’s the thing: you’re not wrong for feeling used. It IS free labor dressed up as flattery, especially in healthcare where documentation and patient care already eat your soul. Onboarding three new hires is legit a full side job along with the training, shadowing, answering endless questions, fixing their mistakes, all while you’re still carrying your normal caseload? That’s burnout bait.
You start pushing back the moment it stops feeling like a fair ask and starts feeling like exploitation.
A real, chill way to say it (in person or email) could be something like:
“Hey [Boss], I’m happy to help onboard the new folks because I want the team to do well, but with my current patient load and documentation, taking on full responsibility for three hires this month is a big lift. I’d love to support this, but I need either some of my regular duties lightened, protected admin time for training, or honestly, some recognition in title/pay if this is becoming a regular leadership piece. What can we do to make this sustainable?” Boom. You’re still the team player, but you’re setting a clear boundary. If they balk or guilt-trip you (“But you’re so good at it!”), that’s your sign they were never planning to compensate you properly anyway.
We get an additional hourly pay 'bonus' for each hour we train others. Definitely look into your policies and see if there is a mentorship or preceptorship program. My department's boss/supervisor didn't know our department qualified for this pay until I started digging into policies. Only nurses were getting it... I work in therapy.