Regarding the conflict raging at Maisonneuve-Rosemont Hospital (HMR), it seems that the wound has once again been bandaged with a bandage and simply packed the manager as settlement.
It is to be believed that the issues facing the health and social services network, that is to say the shortage of manpower, the compartmentalization of professional orders, the negative image projected by the media, the unions’ lack of cooperation, the innumerable staff on sick leave, the omnipresent political aspect, to name but a few, rest mainly on the backs of the managers. In any case, that’s the message that was sent loud and clear, and it’s the one, unfortunately, that the managers received.
Unjustified unfavorable odds
The managers, on the other hand, do not have favorable popular ratings, and this is very practical for many. Their reality is however important to know. They are present and involved in the care and services to be offered to the population, committed, collaborative, devoted to their organization and sensitive to the development of their teams.
They are the ones who keep the business rolling while working in the shadows. However, they are not the Department of Miracles.
The attraction for this function decreases significantly and dangerously over time. Why ? Because the working conditions of managers are crumbling more and more, especially over the last decade, because they are being asked to do more with ever less, because we are breaking the sugar on their backs and recognition their regard is more than laconic. All this contributing to the maintenance of the unhealthy climate of the network.
A real political will?
We always do the same thing hoping for a change. We find superficial solutions without ever addressing a serious questioning of ways of doing things differently and omitting to socially debate the fundamental questions that we are entitled to ask ourselves in the face of so many crises that are raging in the network.
However, to do otherwise implies a political will concerning, in particular, a real decentralization of decision-making powers, a shift of influence towards organizations and their managers, as well as a real desire for collaboration among stakeholders.
It is also important to update the working and practice conditions of personnel, including managers, in order to attract the next generation and the workforce and to keep our human resources healthy. Yes, the network is in great pain and we need to take a fresh look at it, otherwise we are heading into a wall. This is urgent.
A necessary collective questioning
As citizens, taxpayers and users, we must ask ourselves if our socio-sanitary organizations still have the means for our ambitions. Should we revise the service offer? How far is the population ready to go to “give up” or modify some care and services for which we no longer have the means? How else can we do so that the population receives quality and safe care? How to preserve the public system and what are the compromises that our society must make to ensure its sustainability?
Thus, I submit that we are still a long way from what is necessary to manage the crisis at HMR. Awareness of the overall situation is the first step leading to concrete actions and lasting solutions. Otherwise, we are on the cusp of a potentially long series of “managerial moves” that will continue to be scapegoated…