It is so important to be aware of nursing burnout to be able to target issues that interfere with nursing retention. I was amazed at how much money an organization loses when a new hire does not stay in their position for at least a year. Burnout does not only affects the nurses that end up leaving, but those that stay also and it becomes a domino effect. Im curious to see how the nursing residency program will impact nursing retention in the area!
Good job on the presentation, it was concise and informative. Burnout is a very big problem and needs to be corrected as the costs will only continue to climb. Burnout and staffing go hand in hand which ultimately impacts quality of care. This has been a widely known issue with seemingly little done to correct it. A 2004 study demonstrated that quality of care could correlate with decreased staffing and which resulted in elevated costs that would otherwise be preventable at least to some degree. The study also showed that increased staffing correlated with nurse satisfaction (Stanton, 2004).
Works Cited
Stanton, M. (2004, March). Hospital Nurse Staffing and Quality of Care. Agency for Healthcare Research and Quality(14), 1-12.
Great presentation. I have seen this regularly from nurses. The other day I had a patient that we were admitting to the floor from the clinic. I was talking to the nurse who was overwhelmed with the admission among several other things she had going on. She ended up sticking herself with a needle. She had to fill out an incident report and clearly stated it was because she felt rushed and overwhelmed with her job. This is sad for the nurse and patient.
One thing I would like to add that you mentioned in your presentation is a Residency program. I was part of a residency program at the hospital that I work at. At first I was not thrilled about the idea and having to sign a two year contract. However, after being a part of it and completing it I am very glad that I got to do it. I felt better prepared and the transition was easier. I had a great preceptor that worked with me over the first year. I think it is beneficial for the nurse, patients, and facility retention. Our facility works with the local college and Tech school to recruit nurses.
According to an article on nurse residency programs, “Organizations must weigh the cost of a nurse residency program against the cost avoidance of nurse turnover. A successful nurse residency program can lead to positive outcomes for organizations, such as lower turnover and the development of competent clinical practitioners.” (Goeddeke, 2018)
Great topic. This has brought a lot of ideas to mind.
“Moos’ Work Environment Scale suggests that a supportive work environment enables nurses to provide quality patient care, enhance their own self-esteem, increase job satisfaction, and provide cost savings to their employers. Such an environment promotes retention of skilled, caring, knowledgeable, and experienced nurses who provide better patient care with fewer complications, and reduces the economic and social costs of healthcare for both providers and consumers” (Hayhurst et al, 2005) I wonder how people who left your hospital would rate the work environment/work culture? I think that you have the right idea that changing a system may change the outcome for nurses. Any experienced nurse that can be retained saves money.
Great project, very informational! Sadly, I think most of us have personally experienced or worked with a nurse suffering from nursing burnout. According to Gershon (2017), “A survey earlier this year by travel nursing company RNnetwork found that almost half of the nurses they asked were considering leaving the profession. About a quarter said they felt overworked, 46 percent said their workloads had risen and 41 percent said they’d been harassed or bullied by managers or administrators.”
As nurses, if we despise or dread going to work, I don’t see how it is possible to provide quality care for our patients. Taking care of our own personal health, including mental health, is so important to be able to continue caring for others.
Nimisha,
Burnout among hospital-based nurses appears to be a serious problem affecting the delivery of health care. Findings from previous research indicate that burnout among these nurses results from reactions to adversities inherent in the hospital work environment, and that burnout can lead nurses to change jobs and/or abandon the practice of nursing. Retention is vital for our profession.
Major determinants of burnout were found to be low job enhancement (autonomy, task orientation, clarity, innovation, and physical comfort); work pressure, and lack of supervisor support, along with the interaction term involving the combined effects of job enhancement and supervisor support. I like the nurse residency program you mentioned. Great presentation! https://doi.org/10.1080/0097840X.1986.9936762
Great job on your presentation! Burnout is so common among nurses which is why I’m sure you chose this topic. It really does need to be recognized by the facilities where nurses work. Nurse burnout can lead to absenteeism, turnover, and unhealthy relationships among coworkers. Most importantly, nurse burnout can lead to decreased quality of patient care, as you pointed out in your social impact slide. You have given great, evidence-based examples throughout your powerpoint.
It is so important to be aware of nursing burnout to be able to target issues that interfere with nursing retention. I was amazed at how much money an organization loses when a new hire does not stay in their position for at least a year. Burnout does not only affects the nurses that end up leaving, but those that stay also and it becomes a domino effect. Im curious to see how the nursing residency program will impact nursing retention in the area!
Good job on the presentation, it was concise and informative. Burnout is a very big problem and needs to be corrected as the costs will only continue to climb. Burnout and staffing go hand in hand which ultimately impacts quality of care. This has been a widely known issue with seemingly little done to correct it. A 2004 study demonstrated that quality of care could correlate with decreased staffing and which resulted in elevated costs that would otherwise be preventable at least to some degree. The study also showed that increased staffing correlated with nurse satisfaction (Stanton, 2004).
Works Cited
Stanton, M. (2004, March). Hospital Nurse Staffing and Quality of Care. Agency for Healthcare Research and Quality(14), 1-12.
Great presentation. I have seen this regularly from nurses. The other day I had a patient that we were admitting to the floor from the clinic. I was talking to the nurse who was overwhelmed with the admission among several other things she had going on. She ended up sticking herself with a needle. She had to fill out an incident report and clearly stated it was because she felt rushed and overwhelmed with her job. This is sad for the nurse and patient.
One thing I would like to add that you mentioned in your presentation is a Residency program. I was part of a residency program at the hospital that I work at. At first I was not thrilled about the idea and having to sign a two year contract. However, after being a part of it and completing it I am very glad that I got to do it. I felt better prepared and the transition was easier. I had a great preceptor that worked with me over the first year. I think it is beneficial for the nurse, patients, and facility retention. Our facility works with the local college and Tech school to recruit nurses.
According to an article on nurse residency programs, “Organizations must weigh the cost of a nurse residency program against the cost avoidance of nurse turnover. A successful nurse residency program can lead to positive outcomes for organizations, such as lower turnover and the development of competent clinical practitioners.” (Goeddeke, 2018)
Residency programs help prepare competent nurses –
http://www.strategiesfornursemanagers.com © 2018. (n.d.).
Retrieved from http://www.strategiesfornursemanagers.com
Great topic. This has brought a lot of ideas to mind.
“Moos’ Work Environment Scale suggests that a supportive work environment enables nurses to provide quality patient care, enhance their own self-esteem, increase job satisfaction, and provide cost savings to their employers. Such an environment promotes retention of skilled, caring, knowledgeable, and experienced nurses who provide better patient care with fewer complications, and reduces the economic and social costs of healthcare for both providers and consumers” (Hayhurst et al, 2005) I wonder how people who left your hospital would rate the work environment/work culture? I think that you have the right idea that changing a system may change the outcome for nurses. Any experienced nurse that can be retained saves money.
Hayhurst, A., Saylor, C., & Stuenkel, D. (2005). Work Environmental Factors and Retention of Nurses : Journal of Nursing Care Quality. Retrieved May 5, 2018, from https://journals.lww.com/jncqjournal/Abstract/2005/07000/Work_Environmental_Factors_and_Retention_of_Nurses.15.aspx
Great project, very informational! Sadly, I think most of us have personally experienced or worked with a nurse suffering from nursing burnout. According to Gershon (2017), “A survey earlier this year by travel nursing company RNnetwork found that almost half of the nurses they asked were considering leaving the profession. About a quarter said they felt overworked, 46 percent said their workloads had risen and 41 percent said they’d been harassed or bullied by managers or administrators.”
As nurses, if we despise or dread going to work, I don’t see how it is possible to provide quality care for our patients. Taking care of our own personal health, including mental health, is so important to be able to continue caring for others.
Gershon, L. (2017, September 21). We Need Nurses More Than Ever. Why Are We Letting Them Burn Out? Retrieved from https://www.huffingtonpost.com/entry/nurse-burnout-health-care_us_59c2b4a7e4b06f93538bfada
Nimisha,
Burnout among hospital-based nurses appears to be a serious problem affecting the delivery of health care. Findings from previous research indicate that burnout among these nurses results from reactions to adversities inherent in the hospital work environment, and that burnout can lead nurses to change jobs and/or abandon the practice of nursing. Retention is vital for our profession.
Major determinants of burnout were found to be low job enhancement (autonomy, task orientation, clarity, innovation, and physical comfort); work pressure, and lack of supervisor support, along with the interaction term involving the combined effects of job enhancement and supervisor support. I like the nurse residency program you mentioned. Great presentation!
https://doi.org/10.1080/0097840X.1986.9936762
Great job on your presentation! Burnout is so common among nurses which is why I’m sure you chose this topic. It really does need to be recognized by the facilities where nurses work. Nurse burnout can lead to absenteeism, turnover, and unhealthy relationships among coworkers. Most importantly, nurse burnout can lead to decreased quality of patient care, as you pointed out in your social impact slide. You have given great, evidence-based examples throughout your powerpoint.