How management can aid health workers overcome Compassion Fatigue. part 2

This is a continuation of How management can aid health workers to overcome compassion fatigue. part 1

6. Employee assistance programs; Availability of counselling & clinical services

Compassion fatigue and burnout are becoming more prevalent in today‘s society. Due to the nature of nursing, it is often difficult for nurses not to become attached to their patients, which puts them at risk of developing compassion fatigue-H Braunschneider, 2013

Nurses sometimes experience CF and burnout among other psychological occupational hazards unknowingly. They exhibit the symptoms to chronic stages without seeking as they are unaware and the negative outcomes stay with the nurse.

Availing counselling and clinical care for these employees go beyond achieving organizational goals. It stands as a moral responsibility of the organization.

7. Managerial strategic interventional plans to rescue those target groups.

A study conducted in the 2nd largest referral hospital in East Africa explains a direct correlation of working in traumatizing areas to increased risk of compassion fatigue. This is in comparison to working in less traumatizing work environments. Nurses were shown to have a raised mean of compassion fatigue compared to doctors despite both parties being the first to encounter traumatized patients.  (Kariuki et al., 2017, Jarrad et al., 2018 CF in Nursing is at times accompanied by a serious substance abuse behaviour (Jarrad et al.,2018).

CF prevalence persuaded by cumulative loss & exposure to terminally ill patients resonates with the high-risk vulnerable groups. These units include ¨Accident and Emergency unit, ICU/HDU/, CCU, Burns unit, those dealing with Sexual and Gender-Based Violence survivors, male nurses, married nurses, those working in overloaded work environments like large training hospitals and psychiatric units (Kariuki et al, 2017. Johnson, 2015).

Managerial strategic interventional actions focused on these target groups before negative effects are experienced. Screening for CF and substance abuse rehabilitation to follow up is one practical solution-focused method.img_1219

8. Improving recognition and awareness of compassion satisfaction;

Formal education on compassion fatigue for students goes a long way toward preparing them for probable challenges in the clinical setting.

Enable nurses to identify compassion satisfaction in every circumstance that they are involved in despite the outcomes. At times it takes self-initiative by individuals, however, keeping a positive attitude throughout the unit is one way of maintaining a positive and progressive work environment.

9. Encourage & enforce debriefing as often as possible.

Despite good clinical outcomes such as a successful resuscitation, the process could be traumatizing to some caregivers. In some settings, treatment team meetings
can be quite successful. These teams meet regularly for the purpose of sharing experiences with troubling clients, providing social support to providers, and giving practitioners the opportunity to disclose successful encounters with colleagues  (Slatten, 2011)

Such meetings validate individual efforts whing creating formal, management-endorsed, venue for practitioners to share their success stories. As well, it helps pass on helpful techniques to their coworkers that can assist everyone in his or her interaction with future clients (Slatten, 2011).

10.  Adequate staffing and resources at work

Work settings that are well equipped with adequate staff relieve the stress of overworking among other risk factors for CF. Organizational goals are met in good time and employee retention is increased.



One response to “How management can aid health workers overcome Compassion Fatigue. part 2”

  1. […] How to aid Health Workers Overcome Compassion fatigue Part 2 […]


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