6 Ways Healthcare Employers Can Tackle Burnout and Make Workplaces Safer

6 Ways Healthcare Employers Can Tackle Burnout and Make Workplaces Safer

Amid a national nurse staffing crisis, stark data suggests healthcare employers need to urgently address burnout. It threatens employers’ ability to hire and retain talent in an already scarce environment.

Nearly one-third of nurses  say they are likely to leave the profession, according to an AMN Healthcare survey. It is surprising that the figure isn’t higher, considering two-thirds of nurses say they are burned out (American Hospital Association), and 8 in 10 say they have experienced some type of violence in the workplace. 

Those are staggering findings. The alarming part of this crisis is that not enough employers are addressing burnout and workplace violence head-on, according to the American Nurses Foundation. When employees feel unsafe or overworked, the likelihood of voluntary turnover (quitting) skyrockets. Research by Kronos found that up to 50% of turnover is due to burnout, and National Nurses United data shows 60% of nurses said they left a job or considered leaving due to workplace violence, a contributing factor to burnout in this profession. 

Some of the reasons these issues remain unaddressed in healthcare settings, including at long-term care facilities, according to National Nurses United, are:  

  • No reporting mechanisms exist, or they are poorly communicated
  • Lack of clear policies on the issues 
  • Lack of education and training 
  • Underuse of PTO in the nursing profession 
  • Poor communication about employer-provided benefits, EAP offerings, or well-being solutions to address the issues 
  • The organization doesn’t focus or invest in a culture of well-being 

The nature of healthcare operations is also a contributing factor when it comes to burnout and the adverse effects of workplace violence. Nursing shortages across the industry lead to high workloads and long hours. Shifts in this profession, especially in hospital or acute care settings, typically last 12 hours to provide more continuity of care and reduce errors due to shift changes. The combination of a shortage of nurses and long hours also leads to a lack of flexibility in scheduling, especially when it comes to focusing on an employee’s well-being. 

There are other things that exasperate burnout, such as: 

  • Emotional and physical demands of the job 
  • Lack of support from organization and/or managers 
  • The emotional toll of patient care 
  • Personal factors, including financial stress. 

What employers in this industry need first is to prioritize employee well-being. Burned out nurses lead to medical errors, poor patient care, and higher turnover rates. We recommend developing a comprehensive guide or set of steps to reduce the effects of burnout among nurses. A proactive approach that focuses on the employee experience and well-being can create an environment of security and safety. 

Here are some simple steps to get started: 

  • Acknowledge the issues and create an initiative to reduce burnout and improve workplace security. 
  • Communicate policies, tools, and support mechanisms to nurses. 
  • Empower managers to monitor and support nurses around these issues. 
  • Focus on a culture of empathy, care, and well-being. 
  • Measure and evaluate over time. 

    Once that cultural and infrastructure work is in place, we recommend the following six practices to be proactive and address burnout and the effects of workplace violence that nurses face. 

    1. Demonstrate empathy. Create a culture of proactive concern around burnout, overall well-being, and personal security. Establish a system of 1:1 check-ins with employees to know how your people are doing. Train managers to know what resources are available to employees through employer-provided benefits. It is critical for leadership to set an example with a focus on employee well-being. 
    1. Establish or highlight existing health and wellness programs. Providing access to mental health services, such as therapists and counselors, helps nurses manage stress, anxiety, and trauma that result from workplace violence. Regular mental health support can prevent burnout by addressing issues early on. At the same time, wellness initiatives such as yoga, meditation, and fitness classes promote physical health and stress relief, which are essential in preventing burnout. And, addressing the whole person would not be complete without a nutritional component. Providing counseling can also improve overall health, making nurses more resilient to stress. An often-overlooked aspect of overall health and well-being is whether employees are doing routine health screenings. These regular health check-ups and screenings can identify early signs of burnout and physical stress, enabling timely interventions. 
    1. Provide financial support and key well-being benefits. Ensuring competitive pay and benefits can reduce financial stress, which can be a significant (and often unseen) contributor to burnout. Knowing that their financial well-being is secure can make nurses feel more valued and engaged. Financial counseling as part of employer-provided benefits can also help nurses manage their personal finances and reduce stress related to financial insecurity. This can be particularly beneficial for nurses dealing with the costs associated with workplace injuries or therapy. Assisting with student loans can also alleviate a major financial burden, allowing nurses to focus more on their work and less on financial worries. 
    1. Prioritize workplace safety and support structures. Start with an audit around workplace safety and security, with a focus on employees’ vulnerabilities to workplace violence. Establishing a zero-tolerance policy toward any form of workplace violence, including verbal and physical abuse, sends a clear message to employees that their safety is valued. This policy needs to be clearly communicated to all staff members, followed by training sessions, staff meetings, and clearly posting the policy on employer apps and technology platforms. Regular training on handling violent situations and recognizing early warning signs empowers nurses to feel more secure in their work environment. A critical component of this approach is establishing a reporting mechanism. Consider an anonymous reporting system for incidents of violence to ensure nurses can report issues without fear of retaliation and encourage a culture of safety and support. 
    1. Provide flexible work schedules and destigmatize time off. Implement flexible work arrangements by assessing individual needs and preferences for flexible working hours or job sharing, and back up that intention with policies that support work-life balance without compromising patient care. Given the systemic problem of nurses not using their paid time off (PTO) benefits (a culture issue that also needs attention), monitor PTO and encourage nurses who are not taking time off to use their PTO benefits to prevent burnout or help recover from an incident of workplace violence. Managers and leaders can set an example by taking PTO and communicating the positive effects of using the benefit. 
    1. Measure these initiatives. Conduct an initial assessment using anonymous surveys to gauge the levels of burnout and incidents of workplace violence in your setting. Hold focus group discussions to gather detailed feedback from nursing staff to better understand their overall well-being. Continuously monitor and evaluate the effectiveness of support programs and gather feedback, making necessary adjustments to improve the programs based on the evaluation results. 

    Following this simple guide could significantly reduce nurses’ burnout and address the adverse effects of workplace violence to which they are exposed. A holistic approach to employee well-being can be a major driver in the employee experience and create a more connected culture. 

    Q&A With Empyrean’s Director of Automation, Stephen Higgins 

    Q&A With Empyrean’s Director of Automation, Stephen Higgins 

    Stephen Higgins is the Director of Automation at Empyrean. With over 10 years of experience in HR, Stephen specializes in integrating AI to enhance HR practices such as boosting employee engagement and optimizing workforce management. Under his leadership, Empyrean drives innovation in AI-driven HR solutions, continually adapting to industry demands. We wanted to delve into Stephen’s expertise and explore how AI is integrated into HR and its impact on the industry. 

    Employee Experience & Personalization: One-size-fits-all HR approaches can fail to meet the diverse needs of employees, affecting their engagement and satisfaction. How does AI personalize the employee experience from onboarding to career development?  

    Stephen: AI has the potential to revolutionize personalized employee experiences across various industries. By adapting training materials to specific roles and experience levels, and adjusting tone and language to meet individual needs, organizations can create a more engaging and relevant onboarding process. The use of generative AI enables the rapid production of custom-tailored onboarding videos, offering a polished and high-touch experience. This level of personalization not only enhances training content but also boosts overall employee satisfaction and engagement throughout their career development.  

    Predictive Analytics for Retention: High turnover is costly and disruptive, making retention strategies a critical focus for HR departments. How can AI-driven analytics support HR in understanding and enhancing employee retention?  

    Stephen: AI-driven analytics can be a powerful tool for identifying trends that might lead to employee turnover across different sectors. By leveraging key indicators, HR administrators can quickly pinpoint potential issues, allowing for proactive interventions. This predictive capability can support efforts to enhance employee retention by addressing concerns before they escalate, benefiting organizations looking to improve their workforce management strategies.  

    AI Replacing Humans? There is a growing concern that AI might replace human jobs, leading to job losses and reduced human interaction. How do you see AI complementing rather than replacing human roles in HR, and how is Empyrean approaching the AI revolution?   

    Stephen: AI won’t replace people, but employees using AI will! AI at Empyrean is designed to complement our human roles, not replace them. Like any technology, AI enhances our everyday work by improving quality and speed. While some roles may evolve or disappear, such as switchboard operators, AI sets a higher standard for performance across industries. We focus on training our workforce in AI tools and technologies, ensuring they are well-equipped to leverage these advancements. One of our strategies is to develop prompt engineering skills across our workforce, positioning us for scalable growth and future success.  

    The Future use of AI in HR:  As AI technology continues to evolve, its future applications in HR are both exciting and uncertain. What future trends and innovations do you see of AI in the HR field and how can organizations best prepare to leverage these advancements for improved workforce management?  

    Stephen: The future of AI in HR is poised for significant transformation. In the near future, digital personas will become increasingly important, serving as digital representations of employees when interacting with AI-driven technologies. HR teams should start considering how to create and utilize these personas to enhance the effectiveness of AI models and applications. Additionally, the adoption of Large Agent Models (LAM) and Edge Server products is expected to become the norm. This shift means users will access products and applications through their physical devices rather than directly. This is a fundamental change from our user experiences up to now. Organizations must prepare for these advancements by integrating AI into their workforce management strategies, ensuring seamless adoption, and maximizing the benefits of emerging technologies.  

    Leadership & Innovation: Innovating with established HR processes can be difficult. As the Director of Automation, how do you believe Empyrean  has successfully implemented AI to help businesses streamline their HR concerns and improve operations?  

    Stephen: At Empyrean, we utilize AI to manage repetitive tasks and non-decision-support roles, freeing up our resources to focus on the human element in customer interactions. This approach enables us to maintain high service standards at scale. AI acts as an administrative assistant, offering our workforce a wealth of knowledge and tools to enhance productivity and efficiency. By handling mundane tasks, AI allows our employees to concentrate on providing exceptional service and addressing complex issues.   

    As AI continues to evolve and integrate deeper into HR practices, organizations must stay agile, embracing these innovations to optimize operations and empower their workforce for the future. This proactive approach will not only enhance efficiency but also drive significant competitive advantage in the dynamic landscape of HR technology. 

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