Nursing Burnout Campaign: Background and Strategies to improve

1. CAMPAIGN
NURSING BURNOUT

2. OBJECTIVES OF COMPAIGN
▪ Making awareness about what is NURSING BURNOUT.
▪ How to recognize burnout.
▪ Educating strategies for prevention of burnout to nursing staff
▪ Providing some resources to peers who are going to work as newly
practical nursing graduates.

3. WHAT IS NURSING BURNOUT ?
▪ “Syndrome of feelings of emotional
exhaustion, depersonalization and
reduced personal accomplishment”
(Maslach & Schaufeli 1993 as citied in
Demerouti, Nachreiner & Schaufeli).
▪ Burnout has been described as a
specific kind of occupational stress-
reaction among human service
professionals, as a result of the
demanding and emotionally charged
relationships between caregivers and
their recipients (Maslach & Schaufeli
1993 as citied in Demerouti,
Nachreiner & Schaufeli)

4. BACKGROUND
▪ A national survey done on all sectors of
health care with 7,000 Nurses revealed
that present health care system contributes
to burnout.
▪ The main reasons behind that are
increased workload, understaffing,
increasing expectations from patients and
families and sensory overload (Canadian
Nurses Association & Registered Nurses’
Association of Ontario, 2010).

5. BACKGROUND CONTINUE
▪ A model of burnout and life satisfaction amongst nurses
Journal of Advanced Nursing
Volume 32, Issue 2, pages 454-464, 25 DEC 2001 DOI: 10.1046/j.1365-2648.2000.01496.x
http://onlinelibrary.wiley.com/doi/10.1046/j.1365-2648.2000.01496.x/full#f1

6. WHY NURSING BURNOUT IS PROBLEM ?
▪ Decreased skillful anticipation
▪ Reduced patient safety
▪ Plummeted judgement
▪ Absenteeism (sick leaves)
▪ Lack of concentration (less patient centered care)
▪ Clinical errors
▪ Decreased quality of care provision

7. THE CAMPAIGN WILL MITIGATE AND MANAGE
BURNOUT BY WORKING OUT AT THREE LEVELS
INDIVIDUAL
LEVEL
Organizational
level
Health
Care
system

8. ROLES PLAYED BY CAMPAIGN AT
SYSTEM –LEVEL
▪ Raising awareness by addressing the
issue of the burnout and its causal
factors. (CNA 2010).
For example : what are its consequences
on patient safety, work satisfaction and
recruitment with all levels of
government, the public and the nursing
community.
▪ Collaborating with nursing unions in
order to develop agendas/ policies to
create and sustain healthy work
environments.

9. ORGANIZATION WIDE EFFORTS
▪ Educating administration about need of developing policies that provide time and
space for the rest periods, meals, initiatives for sleep hygiene.
▪ Creating awareness about working condition of nurses to reflect issues of workload
per day, per week, including on call and overtime requirements. And how this
affects patient safety.
▪ Educating nursing staff and, management in recognizing and managing fatigue to
include importance of self-care, the risks associated with burnout.

10. DIRECTLY SUPPORTING NURSES BY :
▪ Teaching nurses about signs and symptoms of burnout.
▪ Provision of free counselling
▪ Holding sessions on stress and time management
▪ Gatherings of staff after regular periods
of time to promote health and wellness.

11. EVALUATIONS
▪ See chart

12. CONNECTING TO NEW GRADUATES

13. REFERENCES
▪ Demerouti, E., Bakker, A. B., Nachreiner, F., &
Schaufeli, W. B. (2000). A model of burnout and life
satisfaction amongst nurses. Journal Of Advanced
Nursing, 32(2), 454-464. DOI: 10.1046/j.1365-
2648.2000.01496.x
▪ Canadian Nurses Association, (2010). Taking action on
nurse Fatigue. Position statement. (Ontario, CA)
Retrieved on February 7, 2017 from https://www.cna-
aiic.ca