We are all stakeholders in the fatigue management process, and we all own it!
The employer can do much to shift the paradigm and create a culture of safety, wellness, and caring. Clear and compelling visions start us along a path of generating a future we deserve to have. In the healthcare setting, everyone assumes responsibility for patient safety and good outcomes.
Any employee is responsible for practicing healthy behaviors that reduce the risk for working while fatigued or sleepy, result in arriving to work alert and well rested, and promote a safe commute to and from work. This is true regardless of the industry in which one works! This responsibility might require that you reject a work assignment that compromises the availability of sufficient time for sleep and recovery from work – for example, when your shift ends at midnight, and you are expected to return to work, fully rested, by 7:00 a.m. We all have different recovery times. Our bodies and minds are unique, and this concept often involves scheduled shifts and mandatory or voluntary overtime. It is everyone’s responsibility to address one’s own, as well as co-worker, fatigue. Employees must be responsible and know their limits.
The system predicts the outcome, and the system must ensure positive outcomes for staff, clients, the public, and patients.
|Attach a sense of urgency||Partner with staff to ensure consistency of policy and procedures|
|Create a collaborative work environment||Educate and empower staff|
|Identify the areas and practices that may result in staff fatigue||Prioritize fatigue countermeasures and monitor effectiveness|
|Evaluate staffing and scheduling practices||Offer opportunity for feedback and ideas for improvement|
|Engage staff in recruitment and retention activities and promote innovative strategies||Follow the system|
“I’m a workaholic, so I ignore the signs of fatigue and just keep going and going, and then conk out when I get home.
It can be pretty stressful.” Keke Palmer
Who owns fatigue…we all do!