registered nurse

nursing assistant

licensed practical nurse

cook

mds coordinator

Eden Senior Care

I built strong relationships with my facility teams, hospital referral partners, and many of the people I worked alongside every day. The collaboration at the facility level was one of the most rewarding aspects of the role, and I appreciated working with dedicated staff who genuinely cared about resident outcomes.

The Central Admissions team was another major strength. They were knowledgeable, responsive, and genuinely supportive. They worked hard to help coordinate referrals, answer questions, and keep the admission process moving smoothly. Their collaboration made a demanding role much more manageable.

One challenge of the position was the reporting structure. Although I was responsible for admissions across three facilities, I reported to the administrator of only one building. Because my role supported three facilities, I believe a regional or multi-site reporting structure would have provided better alignment, clearer priorities, and more consistent support than reporting to a single facility administrator.

My challenges stemmed primarily from corporate leadership. There often seemed to be a disconnect between corporate expectations and the realities of the role in the field. Communication could be inconsistent, and I didn’t always feel supported when navigating challenges or changes in expectations. This is important because in this role, corporate pushes you to make sure census numbers are up. 

Overall, the people working directly in the facilities and on the Central Admissions team made the experience worthwhile. They were committed, hardworking, and collaborative. I only wish there had been stronger communication, consistency, and support from the corporate level to match the excellent teams working on the front lines.

One of the most difficult parts of my experience was how employee concerns were handled. Throughout my employment, I received frequent positive feedback and was encouraged about my performance, so being terminated for “performance” came as a surprise. I would have appreciated more direct communication, specific feedback, and a genuine opportunity to improve if there were concerns.

Attendance was another area that left a lasting impression. During my employment, I was diagnosed with cancer and had medically necessary absences. When discussing attendance, I was told by the Regional Director of Operations, “Whether you stub your toe or were in a car accident, it’s all the same because you missed work.” While I understand the importance of attendance expectations, I found that response lacking in empathy for employees facing serious medical issues.

My review is not a reflection of the dedicated people I worked alongside at the facility level or the Central Admissions team, both of whom were supportive, collaborative, and committed to providing excellent care and service. My concerns are with the corporate leadership experience and the way communication, support, and employee relations were handled.

I have watched really good CNAs be let go over petty violations. These terminations came without warning. The common sense thing to do is talk to the person and educate them. Nobody is perfect especially if they are going a 100 mph to meet the needs of people. They use a lot of temp companies. The company got smart and made there own traveling company so they can eventually get rid of contract CNAs. There scheduler was always making scheduling mistakes. The administrator had a hand in that fiasco. They would not properly screen residents before taking them in. A prime example CNA would have to have to babysit the needy people who scream out every 15 minutes, but have to take care of the rest of the floor. Team work was next to nothing with regular employees compared to contract employees. Smoke breaks seemed longer than normal for residents. I heard with my own two ears the Administrator put down a CNA when they came to him expressing they were frustrated and why. When in fact, the administrator should of apologized because he was the one who did something, and made that CNA's job harder by his own actions. Yet, made her feel pretty small, and clearly stated she was frustrated. I seen this CNA beyond frustrated once, and he definitely doesn't know her. So expressing how you feel is apparently a crime here. Next, kitchen was always making mistakes too. The question was is it a CNA's fault when the kitchen has instructions but not the proper food. I had the pleasure of dealing with that, and leaving us with zero choice but to deal with it. Once again leading to another termination of a CNA. I heard the rumor what happened. I didn't want to get involved, but since it's a contract CNA they didn't care. I know it was not the CNAs fault. Definitely therapy's fault, and the kitchens fault. No one told that CNA at report because I was sitting right there. Plus, they have duties to change paperwork so the kitchen was notified so they can do there job. So much for a team environment. Why do those people still have there jobs too? CNAs are disposable here. I also ran into CNA's that left people soaked in urine all day. I didn't complain just changed 18 beds and did semi 18 bed baths. Found those CNAs in rooms on cell phones, but didn't report. I didn't want to lose my job over petty stuff like others have. I don't find that as petty, but any complaining is construed as getting wound up or complaining according to the administrator. I can go on and on about other stuff. The pay here is not good, but the benefits are sub par. That's normal for a nursing home. That's why I keep my head down and been looking for another job. I definitely won't miss this place, but it won't be long.

Director of facility never addresses any issues. Current DON is doing the best she can with what she's given to work with. Scheduler puts people on the schedule even after they quit or have been let go to make it look like we are properly staffed. If you go to the owners, the person that places the complaint is the one that gets fired. CNA's and Nurses are expected to work understaffed almost daily on each shift. This does not help give residents the proper attention they need. They started hiring back people that got let go since they can't get people to even come in for an interview after applying. The benefits are terrible. To pick a normal plan with prescription coverage, you will owe the company to choose that family benefit package if you are a CNA or in any lower position. And, that's only for medical insurance. You still have to add in dental, vision, and life insurance. They do not match anything for 401k. The sign on bonus is a joke. It all gets paid out over a year. By the time the first payment is going to be received, the new employees leave because it's not worth the stress. It's hard even getting agency people to pick up shifts there. All of the issues are internal and can be fixed to make it a more positive environment for the staff and residents. Then there wouldn't be such a high turnover. However, none of the issues have yet to be addressed. Until they are, you are not going to get GOOD, caring employees and state will continue showing up. There are some really good employees that have been lost recently due to the lack of concern shown for all of these issues. It's sad because they grow such an attachment to the residents. But, they have to draw the line somewhere for their own health and safety along with their license. I would not leave if these issues were fixed or at least some positive changes started to occur working towards addressing these issues because I have been there when it's been properly staffed and everyone worked as a team. It can be a great place to work. But, it is quickly declining due to higher up's not addressing the issues. You can only give so many chances and talk to the proper chain of command before you finally give up and move on.

Director of facility never addresses any issues. Current DON is doing the best she can with what she's given to work with. Scheduler puts people on the schedule even after they quit or have been let go to make it look like we are properly staffed. If you go to the owners, the person that places the complaint is the one that gets fired. CNA's and Nurses are expected to work understaffed almost daily on each shift. This does not help give residents the proper attention they need. They started hiring back people that got let go since they can't get people to even come in for an interview after applying. The benefits are terrible. To pick a normal plan with prescription coverage, you will owe the company to choose that family benefit package if you are a CNA or in any lower position. And, that's only for medical insurance. You still have to add in dental, vision, and life insurance. They do not match anything for 401k. The sign on bonus is a joke. It all gets paid out over a year. By the time the first payment is going to be received, the new employees leave because it's not worth the stress. It's hard even getting agency people to pick up shifts there. All of the issues are internal and can be fixed to make it a more positive environment for the staff and residents. Then there wouldn't be such a high turnover. However, none of the issues have yet to be addressed. Until they are, you are not going to get GOOD, caring employees and state will continue showing up. There are some really good employees that have been lost recently due to the lack of concern shown for all of these issues. It's sad because they grow such an attachment to the residents. But, they have to draw the line somewhere for their own health and safety along with their license. I would not leave if these issues were fixed or at least some positive changes started to occur  working towards addressing these issues because I have been there when it's been properly staffed and everyone worked as a team. It can be a great place to work. But, it is quickly declining due to higher up's not addressing the issues. You can only give so many chances and talk to the proper chain of command before you finally give up and move on.

A typical day - get report, prepare for the day, start medpass and so on.  I learn something everyday whether small or big or if useful for my job.  Management needs to seriously step it up. DON has no say in anything it seems, including clinical decisions if voted out by ADONs or corporate or whomever.  An ADON is seriously overworked and trying to do all the things, another ADON does the bare minimum and when asked to assist or help, will delegate to who or wherever possible to not have to do it, doesn't have any actual clinical skills to assist floor staff when needing help, and doesn't do any follow up for concerns or med errors or employee to employee concerns.  Tracking an issue to figure out who may be directly responsible for dropping the ball and not doing the proper charting such as new skin issues, apparently doesn't matter because everyone remotely close to working during the time frame that may have had this issue happen will all get disciplined to not have to have either single someone out or lose a nurse and have to fill their shifts. 
Working with the other nurses on the floor is usually enjoyable and can work together to get tasks completed. The main problem is the staff to patient ratio, specifically on rehab.  Not enough time to be an actual nurse and really see the patients other than throw meds in their mouth and hopefully complete any treatments needed. Definitely no time to chart appropriately, follow up, or do skilled charting in a timely and complete fashion.  The hardest part of the job is looking in to the big or small things that need follow up to ensure complete, good care is being done.  The most enjoyable part of the job is actually seeing the patients, making them feel cared for, getting the answers they need and watching them improve with therapy and being able to go home or a less restrictive more enjoyable living environment.  

I will start with management and work my way along. Management is poor and does not care about their residents or employees. The executive director is almost never there and doesn't even know what is going on with the residents majority of the time. its so bad, that the executive director doesn't even know the names of staff nor residents. If you bring a problem to anybody that is considered management, they will pretend to care and act as if they are going to solve the problem, but never actually does. If a personal matter that is brought to them, they will tell all of your coworkers and everyone will know! They are extremely rude to their staff/caregivers and treats them as if they are the bottom of the barrel when in reality, their caregivers are what keeps the place going. They are constantly short staffed and will not do anything about it! if they are short staffed, management will NOT lift a finger to come out of their office and help with resident cares. They hound you to pick up shifts with promises of bonuses that you'll never see, and GOD FORBID you get sick! They threaten to fire you if you don't come in and they have absolutely no regards for the fact that you could possibly get a resident sick. In the beginning, they will make it seem as if the job is smooth sailing, but you'll soon see that it is the complete opposite. The work environment is horrible and unhealthy for any person's mental or physical health, this, along with several others is one of the main reasons why  I quit. While working at Lakeshore, you can expect to get kicked, punched, spit on, pretty much all of the above by residents. I can assure you that you'll leave with several bruises. On another note, some residents are very sweet and you will easily build a strong bond with, this is the ONLY pro of working here.

What is the best part of working at the company?
The best part of working at the company is the supportive management team. Leadership is approachable, responsive, and genuinely invested in employee success, which creates a positive work environment where you feel heard, valued, and supported in your role.

What is the most stressful part about working at the company?
Handling multiple urgent hiring needs at the same time can be fast-paced, but it keeps the work engaging and allows me to stay organized and prioritize effectively. I also enjoy working closely with the team to keep things moving efficiently. Most importantly, it’s very rewarding to connect qualified candidates with the right opportunities.

What is the work environment and culture like at the company?
The work environment is supportive and team-oriented. People are approachable, and there’s a strong sense of collaboration across departments. Leadership is easy to communicate with, and overall it feels like everyone is working toward the same goal.

What is a typical day like for you at the company?
A typical day is usually busy but structured. It involves checking in on hiring needs, coordinating with leaders on open positions, reviewing candidates, and scheduling interviews. There’s also a lot of communication throughout the day with both candidates and internal teams to keep the process moving. Every day can look a little different depending on urgency, but it’s always focused on supporting the facilities and making sure staffing needs are met.

The management lacks respect for their employees and their voices or opinions. If an employee speaks up, management shuts them down or makes excuses for certain behavior. There have also been staff that have experienced management creating false narratives or lies about you and/or your coworkers. Management also frequently blames you for certain issues that take place.
There is not enough training provided to nursing staff and you are expected to know how to do certain things without ever being taught. Staff are only given 5 days of training which is not enough.
The facility is constantly scrambling to find staff to work shifts and employees are frequently calling in sick to work. You will almost always work short-staffed. Nursing staff are highly overworked with little regard for their physical and mental health. This makes it difficult to advocate for and provide the best care for residents in the facility. With staff running and rushing around, it is hard to connect with residents. The residents are the ones ultimately affected by the lousy management.
This place needs work and management needs to show more respect for employees. They need to re-evaluate their priorities and figure out how to make this workplace a more welcoming and warm environment for staff to work in so that people will not have a negative attitude coming into work. They also need to provide more extensive training and benefits for their employees to draw staff that will actually stay in the facility for more than a few months.

The management lacks respect for their employees and their voices or opinions. If an employee speaks up, management shuts them down or makes excuses for certain behavior. There have also been staff that have experienced management creating false narratives or lies about you and/or your coworkers. Management also frequently blames you for certain issues that take place.
There is not enough training provided to nursing staff and you are expected to know how to do certain things without ever being taught. Staff are only given 5 days of training which is not enough. 
The facility is constantly scrambling to find staff to work shifts and employees are frequently calling in sick to work. You will almost always work short-staffed. Nursing staff are highly overworked with little regard for their physical and mental health. This makes it difficult to advocate for and provide the best care for residents in the facility. With staff running and rushing around, it is hard to connect with residents. The residents are the ones ultimately affected by the lousy management. 
This place needs work and management needs to show more respect for employees. They need to re-evaluate their priorities and figure out how to make this workplace a more welcoming and warm environment for staff to work in so that people will not have a negative attitude coming into work. They also need to provide more extensive training and benefits for their employees to draw staff that will actually stay in the facility for more than a few months.

I have worked in long term for over 20 years and as with any job there will always be pros and cons about a place no matter what field it is.
As a nurse working here it keeps you busy as the case load is much heavier than most places I have worked before( more bariatric residents, more wound care, more diabetics, and depending on what unit you may have 1 nurse to 26 -28 residents.) Some days you leave exhausted and other days you leave accomplished.
The CNA's are the backbones to any nursing home and majority of them here are great and helpful and some go above and beyond, but there is a few bad apples here that are very disrespectful to both staff and residents.
I can not complain of any of the other nurses that I personally have worked with as they are all very kind, helpful and appreciative even when they are overwhelmed and burnt out.
When it comes to the management, I haven't dealt to much with them, but  I can say that the ADON is the best I have seen in a long time and she sincerely cares about the residents and the staff. Most of the other management seems to only care about dollars and making sure that the charting is being done the way they want for reimbursement purposes.
Staffing on both CNA's and nurses can be an issue at times and many days have to work short. 
Overall , I like working here...I feel that the pay is competitive, and the staff that I work with is usually great. Don't get me wrong, there are days that I leave this place and think i left the Devil's lair.....but working in the nursing field that is going to happen!!

Top Job Titles	Average Salary
Registered nurse 1 salary reported	$47.50 per hour
Nursing assistant 5 salaries reported	$17.60 per hour
Licensed practical nurse 56 salaries reported	$33.97 per hour
Cook 8 salaries reported	$19.88 per hour
Mds coordinator 7 salaries reported	$83,214 per year

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