Coping Strategies for Burnout and Turnover in Nurses

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Table of Contents

Strategies to Cope With Burnout and Turnover in Nurses
The Best Approach to Cope With Burnout and Turnover in Nurses
References

Strategies to Cope With Burnout and Turnover in Nurses

It is no secret that nurses’ burnout and turnover are significant issues in nursing. According to Lockhart (2020), the number of nurses’ turnovers is expected to increase due to two leading negative factors, such as shift length and staff relationships. Medicine has a long history of development as an institution. Specific methods have been developed there to help nurses to cope with these negative phenomena. One of these coping techniques is resilience training through the practice of mindfulness and self-care and building resilience and well-being (Cochran et al., 2020). Allowing nurses to transition between roles and improving their orientation and workplace environment all contribute to reducing the likelihood of their turnover (Lockhart, 2020). Sharing governance with nurses may also avert the possibility of turnover (Hess, 2020). It is also worth mentioning group rational emotive behavior therapy that was proven to be able to “…reduce nurses’ job stress and burnout and increase job satisfaction and organizational commitment” (Kim & Yoon, 2018, p. 432). All these strategies are applicable in the setting of a governmental hospital in Jeddah.

The Best Approach to Cope With Burnout and Turnover in Nurses

I believe that the coping technique I could best apply would be shared governance. As a nursing manager, I have a significant professional background in teaching nurses managerial practices and the ability to engage them in the management of the health care organization. Such an approach would allow nurses to “…control clinical decision-making and, with managers, influence the resources that support their practice” (Hess, 2020, p. 37). It would create not only a consensus between managers and staff but also a connection through which each of the two groups could understand their emotional states and respond to the workplace issues in time. Introducing flexible working arrangements would be an effective way to combat nurses’ absenteeism and improve employee retention (Weale et al., 2017). Flexible working hours could be implemented through shared decision-making.

References

Cochran, K. L., Moss, M., & Mealer, M. (2020). Prevalence of coping strategy training in nursing school curricula.American Journal of Critical Care, 29(2), 104-110. Web.

Hess, R. (2020). Shared governance is everywhere!Forum for Shared Governance. Web.

Kim, H. L., & Yoon, S. H. (2018). Effects of group rational emotive behavior therapy on the nurses’ job stress, burnout, job satisfaction, organizational commitment and turnover intention. Journal of Korean Academy of Nursing, 48(4), 432-442. Web.

Lockhart, L. (2020). Strategies to reduce nursing turnover.Nursing Made Incredibly Easy Journal, 18(2), 56. Web.

Weale, V. P., Wells, Y. D., & Oakman, J. (2017). Flexible working arrangements in residential aged care: applying a person–environment fit model.Asia Pacific Journal of Human Resources, 55(3), 356-374. Web.

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Coping Strategies for Burnout and Turnover in Nurses

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