Overall sentiment in the reviews is mixed but points to two clear and recurring themes: strong, compassionate frontline caregivers and a clean, well-maintained facility on the one hand; and significant management, culture, and consistency problems on the other. Many reviewers explicitly praise individual staff members for being friendly, kind, attentive, patient with residents who have dementia, and even describe them as "unsung heroes." At the facility level reviewers repeatedly note that the building is kept very clean, that it is undergoing renovations, and that the environment feels welcoming. These positive statements suggest that when care is delivered by engaged staff members, residents and families report good, compassionate experiences.
However, the positive impressions are frequently offset by troubling accounts that affect reliability and safety. Multiple summaries describe a clique-like culture among staff, bullying behavior from management, and high turnover. These cultural and leadership problems are linked in the reviews to poor training and low pay, which reviewers imply contribute to inconsistent caregiving. Where care is inconsistent, specific and serious concerns are reported: aides perceived as uncaring, neglect of hygiene, and incidents where feces or soiled undergarments were left on residents. Such reports raise safety and dignity issues that are materially important to prospective residents and families.
The staffing picture is therefore polarized: a number of caregivers receive high praise for patience and attentiveness (especially with dementia care), yet other staff or shifts are described as neglectful. One reviewer specifically indicates antagonism toward an overnight RN, suggesting that quality problems may be concentrated on particular shifts (overnight) or among particular personnel groups. High turnover and reports of poor training are consistent explanations for this variability — new or undertrained staff, or a workforce with low morale due to bullying or inadequate pay, can result in lapses in routines such as timely hygiene assistance and garment changes.
Facility and environment are clear strengths in the reviews. Cleanliness is repeatedly mentioned ("always clean," "super clean"), and renovations are underway, which may improve both resident experience and staff morale going forward. Reviewers also comment positively on the residents themselves and on interpersonal warmth when interactions are good. There is, however, little or no specific information provided about dining, activities, therapy programs, or medical outcomes in the summaries supplied. Absence of comments about these areas does not imply quality one way or the other but should be noted as a data gap for someone doing deeper due diligence.
Management and organizational concerns are the principal recurring negative pattern. Descriptions of bullying by management, a clique culture, and low pay suggest systemic issues that go beyond isolated incidents. These problems often translate into high turnover and inadequate training, which reviewers link to lapses in resident care and hygiene. Given the severity of specific reported incidents (feces left on residents, soiled undergarments), these issues merit prompt attention and remediation by leadership to ensure consistent, safe, and dignified care across all shifts.
In summary, the reviews portray Checotah Nursing & Rehabilitation as a facility with notable strengths — particularly in cleanliness, renovation efforts, and many compassionate frontline staff members skilled in dementia care — but also with substantial and recurrent problems related to management culture, staffing stability, training, and inconsistent caregiving that have led to serious hygiene and neglect concerns for some residents. Prospective residents and families should weigh the strong testimonials about caring staff and a clean environment against the documented patterns of managerial bullying, high turnover, and reported neglect; asking facility leadership specific questions about staff training, turnover rates, overnight staffing, incident reporting, and how they are addressing management culture would be prudent next steps.
