Why Do Great Nurses Leave? Part 2
Lack of empathy.
Managers always ask nurses to give their patients some TLC (Tender Loving Care). But they never do the same to their staff.
Why are we focused on showing empathy to others but not among ourselves?
Charity begins at home, doesn’t it?
Due to the overwhelming response to the first article, I have decided to write part 2 and expand on the topic. Thank you, nurses, doctors, managers, lecturers, and non-healthcare staff, for the support.
In part 1 of this article, I mentioned how the organisation of a hospital can be a reason for the staff to feel undervalued and resign from the workplace, and how management plays a huge role in staff development.
In today’s episode, let’s discuss another significant issue: empathy.
Our workplace is like our second home. We spend more hours at work than we do in our house. Even though our working hours might be 7 am – 3 pm, we tend to already be at work at 6:30 am, reading through the case files and preparing everything we need before our official shift begins.
Occasionally, before the shift even begins, our managers find out that we are short staffed and we are told to do more with less.
When we are in the trenches at work, we might not even have time to grab a drink, much less eat properly. The toilet is close by, but it often feels like it’s ‘so near yet so far.’ We are risking our health to save other people’s lives, and sacrifice a lot in the process.
We seem like heroes, don’t we? But are we valued as heroes when something happens to us or when we are not at our best?
Sadly, we are often just degraded by our managers. It is not uncommon for us to hear remarks such as
- “You have poor time management.”
- “This ward has no teamwork.”
- “You need to buck up.”
At 3 pm, the clock reminds us that it is time to leave work. However, our manager’s eyes alert us that our report is not done, there are pending assignments, and other ridiculous excuses.
We pull through every shift, hungry and exhausted, praying and hoping that the next day will be better.
Of course, managers are also evaluating staff. During the performance review, our managers have a heart-to-heart talk session to complement our achievements and point out the areas where we can improve.
Common areas that managers pick on include:
- MC rate
- Leaves
- Punctuality
- Time management
Data collection from this will determine our grading, which affects our bonuses.
Factors affecting our performance that managers seldom consider:
- Understaffing
- Staff welfare
- The mental well-being of staff
- Workload
- Unnecessary agendas
Staff are often called on their rest days to do overtime. Some have to switch shifts last minute because of understaffing. This results in them having less rest.
Nurses deal with life and death situations with little to no rest.
Scary, isn’t it?
We are often stretched paper-thin, and despite the managers knowing that we are exhausted, we are still asked to do more than we possibly can.
Studies have shown that our level of focus drops without sufficient rest, and our bodies can’t function well. And even though the management knows this, we are still called back to work.
Unfortunately, the tendency to make medication errors or overlook things is high. And when mistakes happen, managers are quick to point fingers at the staff who didn’t do their work correctly, as if it was entirely their fault.
Yes, investigations will take place. But we all know the outcome — a beautiful envelope handed to us, also known as the warning letter.
Some staff members are drained with no other options but to take MCs or perhaps urgent leave because of mental and physical fatigue.
Nursing is challenging for the mind and body. There are hardly any nurses sitting peacefully in the break room, as they are always trying to finish unnecessary paperwork or reports. When lives are in our hands, we can’t afford to relax.
Have you ever wondered what defines us as great nurses?
If years of experience are the only factor that makes someone a great nurse, why aren’t we constantly looking up to seniors?
Perhaps the number of hours we clocked in as nurses only increases our pride but reduces our empathy?
We often encounter seniors who are quick to catch our mistakes and reprimand us, making us fearful of trying anything new. That trepidation causes us to take a step back, for which we will be judged as ‘not being proactive.’ How do the seniors expect us to move forward if they aren’t leading us properly?
Some seniors at the top are not leaders, but they are authorities. We do what they say because they have control over us. But we would not follow them. And I know many people at the bottom who have no authority, but they are absolute leaders.
The way we shape the new staff is what the future of nursing will look like.
I have encountered many new staff members who aren’t afraid to question protocols and be curious cats. It’s natural for staff to want to know why they are doing certain things in a particular way.
Many seniors do not have the answer to these questions – all they do is blindly follow the protocols and insist that the juniors have to obey them as well.
As nurses, we are always looking for answers. Patients and relatives always have a million questions for us, and standing there speechless is the last thing anyone wants to do.
“Pressure can either make you or break you.”
We have come across this saying multiple times. But how much pressure can we endure before we start breaking?
Many times we have colleagues who vent their frustrations to us.
“You know my manager ah…. She …”
“Wah, I tell you, today, my manager…”
“My manager never approves my leave.”
I have seen the tears of my hard-working colleagues and heard their voices cracking. That got me thinking, why aren’t staff members appreciated for their commitment but instead rebuked when they request time off for personal issues.
Nurses feel stressed while at work, as their work-life balance is off. Managers need to understand that putting too much pressure on staff can backfire. Administrators must take an active role in helping us handle stress at work.
The leading causes of stress for nurses are large workloads, unrealistic expectations from managers, long shifts, pressure-filled deadlines, and difficulties trying to attain a healthy lifestyle.
We are constantly suffering from inadequate leadership and a lack of or poor communication. There is also confusion about objectives and strategies. When we as nurses have impossible deadlines to reach as there is not enough time or staff to manage the workload, the pressure is on, and expectations become impossible.
A stressed nurse can have adverse effects on the workplace, including diminished morale and productivity. Plus, there is increased exhaustion and turnover.
Managers must look out for signs their staff members are overburdened, including missed deadlines and needless overtime, and talk to nurses to define triggers and enforce stress-relieving solutions.
After a hectic shift, sometimes we want to come back to our families and pour out everything to them, and in some cases, a hug is all it takes to ease our burden. When our families are close to us, everything becomes more manageable.
But how about our foreign colleagues who work here?
Do they feel the same way too?
Who will they seek comfort from?
It is tough to understand someone if we have not walked in their shoes.
Homesickness is one of the issues our foreign colleagues face. To deal with it, in addition to the stress at work, can be quite challenging.
Sometimes all they want is a break to unwind and hopefully return to their country to be in the arms of their loved ones. Despite being aware of this, management does not always make that possible.
Exhaustion is a problem we all share, as they cannot allow us to rest, and we are often treated as robots, working until we break down.
During the most difficult times, how often have we begged the management to let us take a few days off to recuperate but got rejected?
How often have we taken medical leave only because they wouldn’t grant us leave on our requested days so we could get a breather?
How often did we have the intention to throw in our resignation letter and walk away?
WORST CASE SCENARIO…
When the pressure is too much, the thought of putting an end to everything comes to mind. Yes, I am talking about suicide. It might seem a bit drastic, but I have two colleagues who took their own lives.
These two were wonderful friends and colleagues. Their smiles always brought joy to my day. When it came to working, they were always on their feet and helping their colleagues complete their tasks.
I can’t count the number of times they sacrificed their time to help me during my shift. Thank you to both of you. They were always looking out for others, offering their help wherever needed. When others were stressed, they were there to console them.
No one knew that they were facing such heavy issues. Perhaps a day off was all they needed to recuperate? Perhaps asking ‘how are you doing?’ would have allowed them to pour out their worries and lighten their heart.
We never know what the person beside us is going through. Maybe an outlet to vent is all that people need in life. When we bottle things up, sooner or later we are bound to explode.
Let us be there for others.
Let us open up our hearts to care for our patients and those around us.
It might seem impossible for management to look after staff because of their busy schedule. But as ground workers, we have to make the first step to ensure all our team is doing well.
If we spot any signs of stress or depression, let’s take the first step and see how we can lend a helping hand.
And maybe, just maybe, one day, management too would start focusing on the welfare of their staff.
No one should suffer in silence. If you feel overwhelmed, seek advice from managers, other nurses, internal resources, family, or friends. Together it’s possible to maintain a healthy work-life balance.
Remember, there is only so much time during the shifts to get things done, so focus on each of your main projects. Don’t be afraid to ask for help. If your to-do list is too mind-boggling, talk to your supervisor about your assignments.
Make sure to take some time during work to just breathe. Get away and think about something non-work-related. Take a walk or grab a bite to eat.
As nurses, let us care for others nurses too. Avoid conflict and gossip at work, which will drain all your energy. It’s imperative to learn how to manage conflict properly and avoid those who do not work well with other people.
Trust erosion creates a backstabbing environment that can become an unbearable place to work. I encourage you not to contribute to harmful work conditions. Nurses should focus on getting the job done and not be concerned about the hurtful actions of their coworkers.
I invite my fellow nurses to have fun. Even though nursing is a serious job, make sure to lighten the mood by doing something enjoyable like celebrations or social activities. Remember, “laughing is the best medicine.”
Work burnout is detrimental to our well-being and nursing performance. Leaders need to commit to change by reducing work stress. Managers, please stop encouraging negative mindsets and prioritise the staff’s emotional health by giving nurses some flexibility.
I hope this article encourages my fellow nurses and managers to create a healthier, positive and productive work environment.
Peace.