Maribeth Baker, Anne Marie Hager, Tonja Metcalf, Janden Weber
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Maribeth Baker, Anne Marie Hager, Tonja Metcalf, Janden Weber
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Great presentation! I was one of those nurses that almost left healthcare within one year of obtaining my RN. I look back and realize there were several things that contributed to my burnout quickly. I immediately became a charge nurse upon graduation and that definitely added to my stress load. In addition, I remember getting floated to a surgical unit shortly after getting my RN. I received no orientation and was assigned 7 patients, 5 of which were post-op. It was a rough shift. The next day, I was floated to the same unit and was given the opportunity to provide orientation for a travel nurse that had never been to the facility before. Between the two of use, we had 13 patients. It was a horrid shift. It was basically the blind leading the blind. It was then that I decided I was going to go sell shoes. Luckily I found a job in healthcare that I love and stuck with it, but as a profession, we have been known to eat our own. Residency programs are awesome and a way to combat the issue. Our facility has had one for about 6 years. Staff retention and satisfaction has soared since it inception. Again, great presentation, thanks for sharing!
Nursing legislation issues need to be address in some states to avoid higher nurse: patient ratios. Not only such practices put at risk the patient well being but also discourage nurse from the practice. Shortages of nurses is a increases since the booming population is aging and retiring. It is plausible to see programs such a nursing residence which embed new nurses with clinical knowledge and expertise to meet the demands of in an actual setting. Great topic!
Katty
Residency programs are a great idea. I haven’t heard of them in the smaller hospitals but they would most definitely be helpful. Also, patient safety should never be compromised but it often is. I think your presentation explained solution perfectly. Good job!
Great presentations! Nursing burnout and staffing issues is a very big problem in the nursing career. More so in certain facilities than others but all seem to be greatly affected. I really enjoyed learning about you suggestions to fix the staffing and burnout issues. Particularly, I find it important that we address the stress reduction and management. Great ideas and points on how to do this. Often little programs, counselings, or debriefings can go a long way in the benefit of this but sadly it is very underused. I heard in your presentation how agency can be used to help prevent nursing shortages and burnout. This caught my attention because it is another often underused resource. Although many times it is underused because of cost, ultimately a facility in need, needs to be looking at the bigger picture and the cost of losing staff and patients as well.
Great presentation! I remember one of my instructors in nursing school said if a new grad makes it past the first year, they are more likely to stay in the nursing profession. At the time, I didn’t understand what that meant. But it didn’t take long to realize this statistic is absolutely true! Nurses are expected to do more with less and patient safety is absolutely affected. The hospital I worked in started allowing essential oils to be diffused through units as a method of stress relief and units were encouraged to request special food beverage items desired by nursing staff to keep in break rooms. I’m not sure how effective these measures were for tress relief but it was nice that an effort was being made.
Nursing burnout and staffing issues are always a hot topic for nurses. I think every nurse can relate to a staffing issue. It really seems like it’s a daily occurrence and you become an expert juggler! With that said and all the other challenges that we face during our shift, it can be overwhelming. I look at these situations through the eyes of a new nurse and am so happy that changes are being made. The Residency program for new nurse sounds wonderful. Having a assigned preceptor, giving them the opportunity to excel in their orientation is a win for everyone. This is a positive result for the patients, new nurse, employer and co-workers. This can also reduce the rate of nurses burnout.
I had not heard of the 1/5 new nurses getting burnt out in the first year before. The first year is definitely stressful but I was surprised it was that high. Stress definitely makes the work much more difficult. I’ve also been through a couple of cycles where the shortage spirals downward leading to worsening conditions. Eventually we clawed our way out of them but they are not fun times.
Great Topic! One thing that I want to add from management view point is that nurse to patient ratio is not always low because of nurses’ shortage but management controls PPD. Wages is the highest cost that organization has to pay and this is control by how many staff that are allow to work. For example the current mandatory PPD by department of health(DOH) for nursing home in my state(Pennsylvania) is too low compare to the needs of patients . There are news that DOH will step it up a little bit as other nearby states have done .
Nurses burn out this way is organization profit oriented created.
Great presentation! I agree that nurse burnout is a major issue with new nurses. When we are in school, we have clinicals, but are not fully aware of what it takes to complete a shift. I personally just recently took on a second full time job. I work 7 days a week. I work 40 hours Monday-Friday and I work two twelve hour shifts over the weekend. I really like both of my jobs, but I have a feeling at some point I will have burnout as well. Nurse bullying can also lead to nurse burnout and I have experienced this many times in my short career.
Not only do we seem to eat our young, I know firsthand as a profession we tend to “look down” on people who transition from unlicensed roles to nursing in the same facility. I left a hospital I had been at for over 6 years, and absolutely loved, 9 months after becoming a nurse. Not only was I treated as a “glorified” PCA, I was also in one of the first groups in the state to use computerized testing, as constantly hear about how we all had it “easy” etc, and testing used by 3 days etc. I quickly realized that no matter what I did, I was always going to be viewed by some people as “not really a nurse”.
Great presentation! I really enjoyed watching it. Our topic was done on staff retention and I found out several fascinating statistics. Such as there are nearly three million registered nurses in the United States, making it the largest healthcare profession (Nursing, 2018). It is projected that by the year 2022, registered nurse jobs will be larger than any other profession (IOM Future, n.d.). The Bureau of Labor Statistics states that by 2020, there will be 1.2 million nursing job openings due to an increase in the workforce, and replacements (Nursing, 2018). As you can see with these statistics and growing number of nurses retiring it is very important that we formulate an effective plan for current and future retention for the nursing profession.
References:
IOM Future of Nursing Report. (n.d.). Retrieved February 22, 2018, from http://www.nursingworld.org/MainMenuCategories/ThePracticeofProfessionalNursing/workforce/IOM-Future-of-Nursing-Report-1
Nursing. (2018, February 10). Retrieved February 22, 2018, from https://en.wikipedia.org/wiki/Nursing
Great presentation. I have felt burned out at times with my job. I think better patient ratios and debriefing meetings has helped with the burn out. We need to also care for ourselves with rest and exercise. Good job.
“Burnout is categorized as physical, mental and emotional exhaustion, according to National Nurses United” (Ericksen, 2015). I like this definition of burnout so much better that the one we used. I wish I had found this sooner.
Reference
Ericksen, K. (2015). Nursing Burnout: Why it Happens and What to Do About it. Rasmussen College. Retrieved from http://www.rasmussen.edu/degrees/nursing/blog/nursing-burnout-why-it-happens-and-what-to-do-about-it/
Having the scheduled debriefing certainly helps to relieve stress after a long shift for sure. My coworkers and I usually vent to each other in a secure location during our breaks and that helps a ton. Being able to lean on each other keeps us from burning out. As far as the low staffing ratios, I do in fact notice a huge difference in the stress levels at work when we are short nurses. If they’re sending out crisis texts on a night I have to work, I can already guess how the night is going to go. Great presentation!