” Nursing is a noble profession and should improve ourselves academically and climb up the steps to conquer the burn outs.”
1. Could you start by sharing your journey in nursing education and what led you to focus on workforce sustainability?
Sure. I was interested in the medical field from the very beginning. After finishing 12th I applied to many places, and just when I was losing hope, I got a call from All India Institute of Medical Sciences (AIIMS), Delhi. I did my graduation there and had the opportunity to work in different departments during my posting.
I stayed at AIIMS for 2 years and then moved to the Kingdom of Bahrain, where I worked in the ICU of a Ministry of Health hospital for 8.5 years. After that, I went to Ireland and worked there for 5 years, and then I moved to Australia and stayed there for 2 years.
You may have noticed that I kept changing places this was because of burnout. As an experienced person, I chose this topic because I know first-hand how tough it can be when you start feeling worn out in your profession. But that doesn’t necessarily mean you have to quit nursing altogether. There are many options. You can take a break for a while, move to a different department or hospital, pursue higher education, become a nurse practitioner or clinical nurse specialist, or even move into academia. There are lots of paths you can take to keep your passion alive without losing yourself in the process.
2. In your role as Academic Quality Coordinator, how do you stay connected to the lived realities of nurses facing burnout or considering exit?
Of course. Here we are dealing with pstudents. They could be either doing pcertification courses or coming directly for their pmaster’s or diploma in nursing. We have to know pthe educational and cultural background of the pstudent for better explanation. Those who are freshers need pmore care mostly.
Nursing is a profession where we are dealing with human lives. So it is a profession where the utmost attention is required during work. Even though things are done beautifully, we seldom get a word of appreciation. It is the responsibility of the mentor to psychologically prepare students to tackle different scenarios. They have to build up confidence in them. Tell them the incidents that can happen and their aftereffects. Theoretical knowledge is required to think and act promptly in certain situations. We should also familiarize them with the different career opportunities and advancements in nursing education. As a coordinator, I need to keep a good relationship with students, the student support team, and the faculties to know the exact learning issues of the students. Bring out best and efficient nurse graduates from our institution will be my motto. I believe that a strong root can hold the tree from falling down when it storms. So, it is our responsibility to develop students to become confident and successful professionals. Thoughts of exiting from the profession won’t come into their minds.
3. Why do you believe wellness, mentorship, and structured support systems are central to resolving the ongoing nursing workforce crisis?
There are many factors that bring about frustrations in students and employees. When we go through the reasons behind this, it is obvious that many of them are not confident to move forward. Confidence needs to be built up from student life itself. We have to train them in such a way that they can face different scenarios courageously. When we are aware of what we need to face, we may be able to tackle it more easily. Good theoretical knowledge gives us confidence to work freely. Theoretical knowledge and practical skills together make the profession a big success. Good mentorship plays a very big role in this.
Along with this, having a team to understand their feelings, issues, and support them as required without much delay is essential. As today’s students are tomorrow’s workforce, care should be taken from the very beginning like planting a sapling to help them grow into strong and capable nurses.
4. From your experience, what are some early warning signs or trends that indicate a high risk of burnout or disengagement among nursing staff or students?
As far as students are concerned, a lack of interest in their studies is often marked by regular absenteeism. They may delay paying their fees on time, avoid phone calls, or not provide any excuses for their absence. They may also keep their assignments pending instead of completing them promptly. As for the staff, those who report sick quite frequently may be at a higher risk of burnout or considering exit soon. Physical ailments can sometimes be an expression of mental stress or dissatisfaction. Additionally, those who strongly disagree with managerial decisions or show a persistent lack of interest in their responsibilities and are unconcerned about even disciplinary actions may be close to choosing to leave their roles.
5. In your experience, what are the most common contributors to nurse burnout, and how can wellness initiatives directly intervene at those pressure points?
Lack of confidence or psychological depression, either from work or from family, mostly lead them to step down. Those who are working in a busy ward and having lots of family problems will find it difficult to keep a work-life balance. Those areas where nothing new is learned, no new technologies are adopted, and there is no good working environment — the same routine every day — will make them feel bored and lose enthusiasm to go forward.
Those who are working in areas with less staff and a high nurse-patient ratio get tired of their work and may develop back pain or psychological stress and quit their jobs. Some quit when they don’t get flexible working hours, and some when they face managerial harassment.
Overall, if we look at it, physical or mental stress is the central point behind burnout. Giving staff flexible working hours, more freedom at work, less unnecessary supervision, and break times during working hours can help a lot. Providing adequate wellness programs and counselling sessions is also appreciated. Providing free food or refreshments is another way to show care and support.
6. How do structured mentorship programs help reduce early-career exit rates, especially for graduate nurses transitioning into clinical practice?
I think we have discussed this point before. Providing mentorship at least for 1 or 2 months until they get confidence to work on their own is always recommended. It is a time when they start working and should learn to enjoy their work. Once you start loving your work, you will never feel exhausted. You can enjoy your work only if you know how to do it, when to do it, and what to do. A mentally satisfied person will not be discouraged by mere negative situations.
7. What kinds of formal support systems—such as debriefing sessions, peer support groups, or reflective practice—have you seen work effectively in retaining staff?
Debriefing sessions provide an opportunity for the staff to open up. However, because they are formal, some may be afraid to speak honestly, fearing disciplinary action. Peer support groups are good, but they are informal and there’s no guarantee of confidentiality. Free counselling sessions provided by the hospital can be very helpful.
I remember a friend of mine who was psychologically upset due to her family problems. She was not able to come to work regularly. Instead of warnings or disciplinary action, the manager, who was friendly and understanding, referred her to the hospital counsellor. The counsellor kept her issues confidential and advised management to give her 6 months’ leave to recover from her situation. To my surprise, she came back after 6 months perfectly all right even more active and energetic than before.
8. Do you believe wellness and support should be embedded in policy, or should they be team-driven cultural practices? What balance works best in your view?
In my view, wellness and support should be kept in policy, as this makes it formal and guarantees it will be implemented without fail. If policies are not carried out, organizations and individuals may be liable to face legal action.
1. How can technology be used to support mental health and wellness in nursing—without adding to the burden?
If you look at simple vital signs monitoring machines, we realize how much time we are saving. A manual thermometer takes a minimum of 1 minute to show the temperature, while a digital thermometer can do it in seconds. The same is true with BP apparatus, pulse oximeters, and cardiac monitors.
Documentation can be done directly in the system; pharmacy medicines can be indented, and store items can be ordered. Even if hourly vitals could not be documented in time in ICUs, it can be set up in cardiac monitors and a printout can be taken later on.
So, technology is actually supporting healthcare professionals and reducing their burden. It saves time and helps them do things faster. It also brings satisfaction by allowing them to complete their work accurately and on time.
9. Can you share an example where a wellness or mentorship intervention led to measurable outcomes like reduced turnover or improved morale?
I recollect my own experience in the beginning. I started my career in a paediatric surgical ward. But once I came abroad, I got the opportunity to work in the intensive care unit. Even though I already had 2 years of experience, I hadn’t looked after ventilated patients before. My manager was so good that, realising this, she assigned me with a senior staff for 2 weeks to get to know the machine and the management of patients on it. My mentor stood by me to give guidance. I gradually gained confidence to work on my own, and I am proud to say that after 8 years I received an appraisal as an outstanding performer in the unit.
10. What types of cross-sector collaboration (between education providers, employers, and policymakers) are needed to embed support structures for nurses across their careers?
Cross-sector collaboration is essential for the smooth running of a nursing career and for the retention of staff. Education providers should produce skilled graduates, and employers should provide facilities for their well-being. Policy makers should make policies, review them, and revise them as required to protect both the staff and the patients. All these sectors should work together to bring about success. Continuing education facilities should be provided for nurses. Those who are interested in further studies should be funded. Increments and promotions should be offered at regular intervals.
11. Finally, what message would you like to give to early-career nurses and nursing students about sustaining passion and well-being in the face of workplace challenges?
Thank you for giving me an opportunity to address the newcomers to this profession. You have chosen a very noble profession and it is your responsibility to work sincerely and honestly. Feel free to ask your seniors if you are in doubt about anything. We are dealing with human beings, where trial and error are not an option. We have to concentrate on what we are doing and should never be careless. Be compassionate to the patient, but at the same time be confident and bold enough to face the emergencies that may come across. Be a good listener and a prompt actor. Continuing education should be done to reach greater heights in the profession, which will never give you a chance to look back with regret.