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Post by aileenm4 on Feb 24, 2019 20:15:03 GMT -5
HI all great topic. I really enjoyed all the responses. I believe that fostering a 'family" like environment where people feel that others care about them as a person and for their personal well being while at work can be one of the best ways to combat burnout. Its nice to see friendly faces and know that if you need a favor or help there are people to support you and lend a helping hand. This goes along with allowing CRNAs to work in areas they like best so they can foster such relationships. transparency and good Communication from leadership is another key area which can reduce stress, no one likes to have to "guess" what is happening, or hear through the rumor mill what is going on. That creates stress. we all are responsible for our health and wellness and the suggestions of eating well, getting sleep and exercising are great and necessary options. We have many awesome ideas like group running teams biggest loser competitions etc. (thank you Kate ) that are awesome ideas to get the team factor for success
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Post by Ben Waldbaum on Feb 25, 2019 8:40:57 GMT -5
1.) I think annual surveys measuring burnout should be administered and the results made public within the entire department. It is a very real problem.
2.) I think inadequate staffing should be addressed as well as limiting of overtime. I believe both contribute to burnout here. Work/home-life balance cannot be emphasized enough
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Kristen Praesel Lang
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Post by Kristen Praesel Lang on Feb 25, 2019 13:08:37 GMT -5
1.) How can we encourage our leaders in the department to be more aware of this condition and to take steps to at least lessen this condition among the anesthesia personnel?
I think the leaders in our department are aware of the potential for burnout among staff. It has been an ongoing issue in the profession of nursing as long as I have been part of the profession, training and practicing. It is no surprise it continues to be an issue in an advanced practice specialties of nursing, like anesthesia. The stakes are high, production pressure is high, the work is intense, and the resources/staffing is chronically subpar.
2) How can the personnel be proactive so that he or she does not fall into this condition?
Most employers offer some form of an employee assistance program for employees struggling or enduring a stressful time. I am not sure how often these resources are utilized. There may be a stigma associated with using such resources or a fear that it could go against you, which could be a barrier. As healthcare providers we know the importance of taking care of ourselves in order to take care of others, but it is easier said than done. We have to have self awareness as to how we are coping. If we do not have that awareness, we have to be open to cues from others in our lives. Some form of mental and/or physical outlet can be helpful; Yoga, Meditation, activities of leisure and enjoyment. We should make time for the things outside of work that we enjoy or find relaxing.
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Post by mary clothier on Feb 26, 2019 22:12:43 GMT -5
Great topic Beth and article from the apsf newsletter! We can encourage our leaders and providers to become more educated on causes and symptoms of burnout and encourage open discussion! Great topic for our next CRNA/MD retreat! There were many great small room/group discussions as well as entire group lectures and discussions on 9/29/18 @ our Mt Washington combined retreat! An outside wellness committee was one of the suggestions in the article to mitigate symptoms of burnout!
The simple awareness, acknowledgement, and addressing of Burnout is so great for the Millennials, the baby boomers didn't do these things! The efforts toward life/work balance is perfect! Of course the gold standard of living healthy, and decreasing incidence of burnout are a good balance of sleep, exercise, and a healthy diet, often easier said than done! We can be proactive to potential effects of burnout by doing what we enjoy as much as possible, do what you are passionate about as often as you can!
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Post by Wai-Ling Lo on Feb 27, 2019 14:52:53 GMT -5
1. I too think the leaders are aware of the possible burnouts. Continuous assessment and communication between the leaders and staff are vital to address and alleviate the problem.
2. One should have self awareness of burnouts and mitigate the symptoms by all means (vacation, yoga, eat right...). If one can't solve the problem, he/she should actively seek help.
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Post by Chuck Eder on Feb 28, 2019 23:29:09 GMT -5
1. I think the department is aware of the possibility of burnout for providers. They offer wellness programs, staff appreciation days, special luncheons, bake contests, and other non work related fun events.
2. We should be aware of our own burnout factors. Get plenty of rest, eat right, exercise regularly, watch the amount of extra shifts we pick up. Flexibility in schedule and the areas we work in can also lead to less burnout. Spending quality time outside of work can play a role.
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