Una enfermera está agotada por los largos turnos y la alta carga de pacientes. ¿Cómo puede proporcionar el apoyo que necesitan?

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

Provide a safe space with the nurse to recognize any symptoms within themselves, without criticism. Simply with observation and curiosity.

Identification of signs of burnout among Nurses is not like finding solutions to it. It's paramount for an organization to restructure staffing policy so as to delegate tasks appropriately. Long shifts can be devastating and frustrating with evidence of heavy workload, definitely there won't be synergy to work flexibly and effectively.

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

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.

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

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

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.