Case Study $5$: Stress $8$ B Bumout

You are the new director of human resources at Columbia$-$Greene Memorial $($a small hospital with approximately $200$ beds$).$ Within the last $3$ months you had to conduct exit interviews with $7$ people who were quitting their jobs $($all from different positions$-$housekeeping, nursing, lab techs, etc.$)$ During the exit interviews one common complaint among the employees was the high level of stress related to being called in on their days off, having to work through lunch breaks, and for those who cared for patients$-$their patient loads were greater than they could handle. $5$ out of the $7$ people quitting also complained of various health problems that they contributed to job stress. After further investigation, you learned that Columbia$-$Greene Memorial had no tools or resources in place to assist workers with job stress and burnout.

Answer the Following Questions:

It is your job to recruit and retain qualified staff and to develop a positive work environment. In order to do this, you have to develop a proposal to the board on how the hospital can incorporate strategies to help reduce$/$prevent stress and burnout with all workers. Your discussion needs to address the following:

Identify how stress and burnout can compromise patient safety and

a$.$ Why hospital workers are more likely to experience stress and burnout?

b$.$ How does this compromise of safety cost the hospital money?

Devise a plan to prevent$/$reduce employee stress and burnout in a hospital setting include items such as:

a$.$ How will you assess employees for stress$/$burnout$?($survey$,$ interview, etc.$)$

b$.$ What resources $($give $3$ examples$)$ should the hospital make available to employees to help reduce stress and burnout? Briefly explain during the presentation.

c$.$ How can the hospital help employees to feel appreciated$/$valued$?$