Over the last few months, we have discussed the importance of preparing the environment for newly graduated nurses. We are helping organizations do this through our IONRP Academy and Supporting Nurses Course. However, as our podcast guest, Alison Wild, pointed out in last month's Beyond Nurse Residency Podcast, "It is essential to focus on current employees and preceptors to mitigate burnout. By paying attention to and supporting the wellbeing of our current employees, we begin to cultivate a work environment that supports new graduate nurses and creates an environment in which they want to stay." In this month's blog, we focus on Clinical Wellbeing and its impact on transition to practice. 

Nurses work long shifts with unrealistic workloads, often putting the needs of their patients ahead of their own. They experience mental, emotional, and physical trauma while they continue to serve every patient they encounter with care and compassion. It has been recognized that nurse wellbeing has a ripple effect impacting the quality of patient care delivered, the patient's perspective of their care, and the nurse's perspective of their work. How a nurse views their work directly impacts the healthcare system in terms of turnover and the nursing workforce. An increased focus on nurse wellbeing is essential for the stability of the healthcare system and the health and safety of patients and nurses alike. While nurse wellbeing has been identified as a systems issue and organizations must create workplace conditions where nurses can thrive, building the individual capacity of health and wellbeing is also imperative.³ 

Many organizations have employee wellness programs that focus on the physical health of nurses. While this is an essential aspect of an individual’s wellbeing, we cannot forget about the mental and emotional health of healthcare clinicians. A recent study indicated that depression is a leading cause of medical errors. The study found that higher levels of poor mental and physical health correlated to a higher likelihood of contributing to an adverse event.² Recent research has also looked at the impact of intrapersonal characteristics on things like work engagement, burnout, job satisfaction, mental health, and burnout. Many studies suggest that psychological capital significantly influences many of these areas. Psychological capital is an individual's positive psychology state characterized by self-efficacy, optimism, hope, and resiliency. Psychological capital equips healthcare workers with the skills and abilities to cope effectively with stressors, bounce back from setbacks, and maintain wellbeing in demanding environments. More importantly, training and education can develop and improve psychological capital.¹  

Not only is the psychological capital of the new nurse necessary, but those working closely and supporting the new nurse in the transition to practice period are just as important. This reinforces why we have chosen to continue building content in these areas and integrating that content into our recently redesigned curriculum and why we have created a NEW stand-alone course any organization can utilize as part of an existing residency program or as an extra piece of professional development for healthcare clinicians at any stage of their career. In collaboration with The Resiliency Solution, our newest online course, Clinician Wellbeing, addresses the need to enhance the wellbeing and resilience of healthcare professionals. Drawing upon evidence that demonstrates the impact of wellbeing on patient care quality, healthcare equity, and workforce stability, this course aims to equip healthcare professionals with the psychological capital necessary to navigate the challenges inherent in their profession. By investing in wellbeing, this course aims to promote a healthier, safer, and more sustainable healthcare system for patients and healthcare professionals. This program is available to healthcare facilities and individuals. It is delivered asynchronously via online learning modalities, including microlearning presentations, self-assessments, skills to practice, reflective questions, and discussion prompts. For more information on how to get started, contact Nicole Weathers.

Nicole Weathers, MSN, RN, NPD-BC

Iowa Online Nurse Residency Program Director

Wanting a Program Overview? Need to schedule a meeting? Book time with Nicole

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References  

1. Dwyer, P. A., Hunter Revell, S. M., Sethares, K. A., & Ayotte, B. J. (2019). The influence of psychological, authentic leadership in preceptors, and structural empowerment on new graduate nurse burnout and turnover intent. Applied Nursing Research, pp. 48, 37–44. https://www.sciencedirect.com/science/article/pii/S0897189718306335  
2. Melnyk, M. B., & Raderstorf, T. (2021). Evidence-based leadership, innovation, and entrepreneurship in nursing and Healthcare: A practical guide to success. Springer Publishing Company.  
3. National Academies of Sciences, Engineering, and Medicine. 2021. The Future of Nursing 2020-2030: Charting a Path to Achieve Health Equity. Washington, DC: The National Academies Press. https://doi.org/10.17226/25982.