Spring Education Exchange (SEE): Nurse Leaders and Shared Governance Partner to Reduce Burnout

Presented by: 

Margie Kjellin, MSN RN CPHON® NE-BC
Bridget Mans, MHA BSN RN CPN NE-BC

Session Details: Day 2: May 14, Session 10 3:20 PM-3:50 PM EDT (2:20 pm CST / 1:20 pm MST / 12:20 pm PST) 

Overview of Session: This session will explore how nurse burnout is a persistent and serious challenge in healthcare, with significant implications for nurse well being, patient safety, and quality outcomes. In pediatric hematology oncology nursing, where emotional intensity and clinical complexity are uniquely high, the risk of burnout is even more pronounced. At St. Jude Children’s Research Hospital, we recognized the need for a proactive, data driven, and collaborative approach to supporting our nursing workforce. Our project brought together clinical nurses involved in Shared Governance and nurse leaders across the organization with a shared goal: to meaningfully reduce burnout and strengthen the professional well being of our nurses. Our objectives were fivefold: (1) assess the extent of burnout among clinical nurses, (2) identify their primary stressors, (3) collaboratively design and implement targeted interventions, (4) reduce burnout from 2023 to 2024, and (5) evaluate the impact of our strategies. To accomplish this, we administered a brief, four question annual Nurse Burnout Survey. Nurses rated their burnout on a 1-5 scale and identified their top three sources of stress. This simple but powerful tool allowed us to quantify need, center the nurse voice, and guide our action plan. The survey was repeated in 2024 to measure change. Our interventions were intentionally multi faceted, combining resource expansion, professional support, and organizational improvements. Nurses received access short learning modules, readings, and CE opportunities on topics related to well-being. To promote engagement, we introduced quarterly participation contests with prizes such as Figs scrubs and Amazon gift cards. We also broadened our mentorship program to include nurses at all levels, enhanced recruitment efforts aimed at experienced nurses, and increased flexible staffing options. Additional components included strengthened recognition programs, expanded peer support resources, structured leadership development, and a strong partnership with Shared Governance to ensure solutions were nurse generated and nurse approved. The impact from 2023 to 2024 was significant. The proportion of nurses reporting moderate to severe burnout (scores 3-5) decreased from 56.4% to 42.7%. The proportion reporting the most severe level of burnout (Level 5) fell by 28%. Improvements were seen across all age groups and departments, with several areas experiencing reductions of more than 50%. Notably, the primary source of stress shifted over time. In 2023, staffing concerns were the dominant stressor. By 2024, the leading stressor became the emotional weight associated with caring for patients and families facing catastrophic illnesses an expected challenge in pediatric hematology oncology and an indicator that many systemic contributors to burnout had been effectively addressed. This project underscored the power of partnership, early intervention, and nurse driven solutions. By embedding Shared Governance into every stage of assessment and action planning, we ensured that nurses had ownership in the process and that interventions reflected real needs. Annual reassessment allowed us to refine our strategies and maintain momentum. While our work continues, we are encouraged by the substantial progress made and hopeful that our approach may inform or inspire similar work in other organizations. When nurses are supported, empowered, and valued, both the nursing workforce and the patients they serve benefit. 

Learning Outcomes:  

• The learner will be able to Identify key contributors to nurse burnout in pediatric hematology oncology settings and describe how frontline nurse participation in Shared Governance informs effective, practice relevant interventions.  
   

• The learner will be able to analyze the impact of targeted strategies such as mentorship expansion, flexible staffing, professional well-being resources, and leadership support on reducing burnout scores and improving the nurse work environment. 

This contains 1 sections: 

1. Post-Session Evaluation

Continuing Education Credit 

APHON will provide 0.5 nursing continuing professional development (NCPD) contact hour(s) for the successful completion of this session. Successful completion requires attendance for the entire session and the completion of the post-session evaluation. 

The Spring Education Exchange (SEE) sessions and post-session evaluations will be available for 30 days.  

The Association for Pediatric Hematology Oncology Nurses is accredited as a provider of nursing continuing professional development by the American Nurses Credentialing Center’s Commission on Accreditation. This provider is also approved by the California Board of Registered Nursing, Provider Number 14513. 

None of the planners for this activity have relevant financial relationship(s) to disclose with ineligible companies.  

Questions or concerns? Contact education@aphon.org.  

The APHON Spring Education Exchange is sponsored by ONCC.