Interventions to Manage Compassion Fatigue in Oncology Nursing

Abstract

Work-related stress emanating from close interpersonal contact with patients with cancer and their families may result in physical, emotional, social, and spiritual adversity for oncology nurses. The negative result of this cumulative distress has historically been referred to as burnout. However, this dated term does not truly depict the result of the longitudinal workplace ramifications of sadness and despair on nursing staff. This article proposes that the phrase compassion fatigue replace the outdated notion of burnout in describing this phenomenon. Although not clearly and uniformly described in the literature, this occurrence is seen regularly in clinical practice and is conceptually known by nurses. Limited information is available about interventions to manage compassion fatigue; therefore, a national survey was conducted to identify resources available to oncology nurses to counter this phenomenon. Participants provided information about the availability of interventions in three major categories: on-site professional resources, educational programs, and specialized retreats. The availability of resources ranged from 0%-60%. Survey findings, along with narrative comments by respondents, provide relevant information for oncology nurses and their employers. By recognizing the perils of inattention to this frequent nursing phenomenon and the scope of existing workplace options that may augment nurse coping, oncology nurses' recognition and management of this entity may be enhanced. Organizations also may be encouraged to periodically inventory their support and lobby for workplace interventions to manage this critical work-related issue.

Compassion fatigue among nurses working with older adults

“…It has been reported in the literature that the less experienced nurse who brings high expectations to a job has been found to be at risk for compassion fatigue. 9 Less experienced nurses may be more vulnerable to compassion fatigue because they have not yet developed a peer support group or because they may fail to incorporate activities that renew or re-energize them to help better respond to the needs of others. These nurses may also be more prone to work extra shifts and fail to set realistic boundaries and timelines to complete necessary tasks, increasing their risk of burnout.…”

“…These nurses may also be more prone to work extra shifts and fail to set realistic boundaries and timelines to complete necessary tasks, increasing their risk of burnout. 9 More experienced nurses have had time to develop professional resiliency skills to be maximally functional under the emotional demands of their work environment. 3 Despite the significant differences in compassion fatigue and burnout between newer versus more experienced nurses, the overall subscale scores of compassion fatigue and burnout were in the average range.…”

“…Department values as expressed through policies and procedures should support staff in balancing work and personal needs, as well as provide for adequate time off, assignment rotations, flexible Professional Quality of Life 7 scheduling, education benefits, and other self-care and development activities. 9 Many compassion fatigue interventions are free, such as management actively listening to their staff.…”

“…2 If nurses are provided with the screening scale for early identification and recognition of compassion fatigue, it is possible it will enhance long term retention, increase nursing engagement and promote professional development. 9 Periodic rescreening is important to monitor progress over time. 9 Geriatric nurses and nurse executives should be mindful that burnout and compassion fatigue affects not only individual performance, but also that of the work group.…”

“…9 Periodic rescreening is important to monitor progress over time. 9 Geriatric nurses and nurse executives should be mindful that burnout and compassion fatigue affects not only individual performance, but also that of the work group. 8 One potentially important use of the information is to reevaluate and adjust one's self care plan or even a groups' or organization's plan.…”