A nurse is burned out from long shifts and high patient loads. How can you provide the support they need?

First step to solving any problem is to recognise that there is a problem. Second step is to offer an ear…we may not always have the answers/solutions but we may not need to. We may just need to listen, and that may be enough

Early recognition about the work stress of the staff should be the top priority, help her to manage the work with the extra help from the staff or to assign a person to lend a helping hand . Provide her a day off if possible to relax herself . When there is a lot of stress the productivity of the work will be less and person may feel difficult to cope with the personal and professional life.

Provide support by offering flexible scheduling, ensuring regular breaks, and reducing their patient load. Encourage them to take time off for rest and recovery. Offer access to mental health resources and provide a supportive environment for discussing burnout concerns

I just read the suggestions of others below. The problem is the suggestions are coming from people who have never worked as an RN floor Nurse. The suggestions need to come from the actual floor nurses. I worked on an open heart surgery floor and we got complicated Oncology patients the last 12 years. Rarely was I asked for input and it was not appreciated so I learned to keep my mouth shut because I wanted my job. Some of the things that could have improved our job would have been to lessen the physical walking such as provide carts to place linen, water pitchers and other supplies on them to take to rooms. Instead of 1dispensing machine at a long distance with supplies, have two or items in a closet close to rooms. More ideas but not space

The problem again is these suggestions given here are not coming from RNs if you are talking about Nursing burnout. I was an RN for 46 years. Most Nurses have families including Children to care for. If you are going to have counseling services offered, they need to be online if desired because they really don’t have the extra time to go to them. A great resource should be a convenient daycare center with a Nursery provided by the facility with a cost that won’t bankrupt the employee. Another resource should be convenient parking without a 1/2 hike to get to the actual place they work.

Convoquer la salariée qui nous parait épuisée, l'épuisement peut être physique, psychologique ou les deux. Provoquer un moment à deux autour d'un café ou d'un gouter pour libérer la parole. Proposer des repos par anticipation, un rdv avec la psychologue de l'établissement, de participer à un atelier détente ou sophrologie et donner éventuellement des adresses

Your opinion is very valid but i think assessing the severity can be very important. Most assessment and screening both should be carried out very carefully to examine the nature, it's development and onset which would definitely contribute in prevention.

Apoiar para melhorar a gestão do tempo dos times tem grande importância para apoiá-los no gerenciamento de estresse. Incentivar cronogramas de rotinas pessoais de bem estar, execução de atividades que promovam prazer, atividades e terapias de autoconhecimento e autodesenvolvimento favorecem o gerenciamento do estresse e ajuda na manutenção da saúde mental.

Promover um ambiente acolhedor, com diálogo e escuta eficientes, pode facilitar na redução do estresse e evitar complicações como o Burnout. Acompanhamento psicológico, promovidos e incentivados pela instituição, também podem auxiliar no processo de melhoria do ambiente de trabalho.

This is essential. Provide less working hours per shift, manage that each team member has enough outside-of-the-hospital time.

Many studies found mixed results on the associations of work schedule and nurse fatigue. it's important to develop strategies to effectively manage burnout with shedule adjustment to get enough rest

Hire more nurse resources and stop overtime! Biggest medical crisis with hospital nurses is back pain! Training and reinforce that training will eliminate that crisis!

For nurses as for anyone, the work- life balance is crucial. They are mostly young women with many activities in their lives. Children, on going education, family, need for self time etc, on one side and demanding work on the other. The employer must hire more nurses to relax the stress and tensions of their work, second, less working hours, and more vacation days or days off the duty! Salaries should be higher which will make them more satisfied and more motivated for everyday job! In our clinic, nurses have flexible working hours, 1/2 h pause during the workday , 8 h work, payed or free extra working hours, one month payed vacation divided in summer and winter breaks, bonuses at the end of the year. And still burnout sometimes occurs.

Proposer d'alléger la charge de travail, de changer de service si besoin, ou des repos anticipés. Attention au piège des heures supplémentaires réalisées par les salariés pour compenser le manque de personnel. Cercle vicieux: la rémunération supplémentaire le plus souvent attrayante n'est pas une solution ni pour l'entreprise , ni pour le salarié, cela peut mener à des conduites à risque, erreur de médicaments, d'actes infirmiers...

Team norms are very important here. Too many times, organizations say they want collaboration but then criticize people when they ask for help or reward heroics and volume instead of teamwork. If you really want a culture of collaboration, recognize people for asking for help and recognize them for giving it. Create a structure and process to support it. One-off exercises to build teamwork are great, but it's the daily behaviors of the team AND the leader that create a culture of collaboration.

Absolutely! Teamwork should be encouraged and rewarded! As a nurse, I’ve often considered my co-workers as my teammates just like if we played ball together. If you’re on the team and you have a game, you can’t just call out or not show without consequence. Same w/ nursing, understanding the importance of being present in mind, body and spirit is huge. Supporting a teammate who is struggling, as well as requesting help when needed is advantageous to the entire team. Being part of a successful team requires devotion and commitment fostered by a teamwork culture!

Sometimes it could be difficult to maintain stability of teamwork! Many personalities, different cultures and ambitions. Team leaders have to be strong personalities the best in their job, but sensitive to personal problems of team members and good in dividing responsibilities. Teams start the day with 5 min group meeting where tasks are divided and discussed. We have the culture in our clinic that if you finish your job before others it is expected that you come and ask others if they need help! Those staff members are rewarded in different ways which encourage others to do the same. Once monthly teams have meeting how to enhance working relationships and processes

Se debe fomentar el trabajo en equipo desde la igualdad en carga horaria y laboral pues dependiendo de las capacidades individuales , se tiende a recargar mas el trabajo de unos a otros. Debe haber un monitor permanente no solo de horarios sino de tareas y otro que monitorice a este para evitar llegar a los favoritismos.

Etre le plus présente possible au moment des transmissions, encourager lors de celles-ci les binômes qui valorisent à la fois l' IDE et l'aide-soignant, proposer si besoin une autre organisation de travail ( certains soins peuvent-ils être décalés dans la journée afin d'alléger la charge du travail matinal. Faire respecter les pauses et demander à l' IDE de ne pas répondre au téléphone de service durant cette pause

Repérer les qualités primordiales du soignant et proposer des formations en ce sens, ( douleur, éducation thérapeutique, hygiène ) afin de valoriser le soignant. prendre toujours le temps de féliciter le soignant pour le travail fait, les efforts accomplis

In my experience, feeling valued and appreciated alongside with being respected by the superiors and not being treated like numbers, helps a lot. This added with better scheduling (and better salaries), would help reduce burnout and abandoning the job.

Balance the nurse:patient ratio. Assess the monthly and yearly ward demands,operations and daily functions. Plan for the following year using the identified needs. Implement them strictly and then evaluate the effectiveness of your strategies...IT IS THE NURSING PROCESS THE MANAGEMENT HAS FORGOTTEN

I agree but, I didn’t get into nursing for the money. Yes, I love money and I have been able to support my family which I’m very grateful for. I feel the issue is just too much demand on nurses. Hospitals have cut staff, no unit secretaries or in my present case, no monitor tech. Who had to take over? The nurse! I feel I can’t do my job (ICU) because there are so many roles I need to play. I go home after an exhausting 12 hours and feel like a failure. My patients didn’t get the care they needed, are you really expecting us to do what the “protocol “ requires when we are covering the jobs of many people? The guilt I feel at times is actually awful. I just want to feel I took care of my patients like they needed to be cared for.

Good staffing to patient ratio first point and encouragement of employee wellness to help staff manage there health status as well as