Enhancing Nurse Well-being and Retention in Ontario, Canada
Team members: Helen Bae, Marie-Christine Brault, Dorothy Choi
Objective
This project aims to investigate the myriad pressures and factors that adversely affect the well-being of nurses in Ontario, Canada, and identify interventions that could significantly improve retention rates within the profession.
Background
Nurses in Ontario face severe challenges that compromise their well-being and contribute to high attrition rates. Key issues include excessive workloads, limited career progression opportunities, prevalent part-time work, and a generally poor workplace culture. These factors lead to physical, emotional, and psycho-social distress among nurses, causing both newcomers and experienced professionals to leave the field.
Key Findings
Workplace Challenges: Nurses are often subjected to overwhelming workloads and a workplace environment that fails to support their well-being or offer growth opportunities.
Empowerment and Engagement: There is a critical need for nurses to be involved in decision-making processes that affect their work conditions and resource distribution.
Public Perception and Awareness: Enhancing the societal understanding of nurses' roles and the complexities of their work is essential for increasing respect and support for the profession.
Proposed Interventions
1. Inclusive Decision-Making: Incorporate nurses in strategic planning and governance, enabling them to have a substantial impact on policies that affect their day-to-day duties and overall career landscape.
2. Expanded Professional Development: Develop and promote comprehensive training programs that are accessible throughout nurses' careers, facilitating continuous professional growth and adaptation to evolving healthcare needs.
3. Workplace Cultural Reforms: Foster a nurturing work environment that prioritizes nurse well-being, work-life balance, and manageable patient-nurse ratios to reduce burnout and enhance job satisfaction.
Strategic Changes
- Leadership and Governance: Revise the hierarchical dynamics within healthcare settings to reflect a more equitable and collaborative approach.
- Supportive Infrastructure: Implement robust support systems for family care and professional development, and ensure nurses are represented in executive boards and decision-making bodies.
- Educational Enhancements: Leverage both digital and physical platforms to broaden educational outreach and improve training quality for nurses.
Conclusion
Addressing the nursing shortage in Ontario requires a holistic approach that places nurse well-being at the center of healthcare system reforms. By implementing these strategic interventions, we can improve nurse retention, enhance the quality of care, and ensure the sustainability of health services.
This project showcases our commitment to transforming the healthcare landscape by valuing and supporting the professionals at its heart. Through thoughtful research and targeted interventions, we aim to foster a more supportive, effective, and resilient healthcare system.
Journey map process (visual map)
I tried to illustrate the ups and downs in the career path of a nurse, from a beginner to an experienced nurse. The lines were meant to show the highs and lows, and they ended up looking like ribbons, especially noticeable in the early stages of their career.
