Search

Why you should read this article: • To increase your understanding of imposter phenomenon • To understand the effects of imposter phenomenon for nurses and healthcare organisations • To learn about how healthcare organisations and higher education institutions can address imposter phenomenon. Imposter phenomenon is described as persistently doubting one’s accomplishments, leading to an internalised fear of being exposed as a ‘fraud’. This article identifies the nature and prevalence of imposter phenomenon among nursing students, newly registered nurses and senior nurses. It also explores the effects of this phenomenon for nurses and healthcare organisations, including its potential association with burnout, suboptimal performance and a lack of career development. Evidence suggests that addressing imposter phenomenon is not something individuals can accomplish by themselves, but that it requires system-level interventions from healthcare organisations and higher education institutions. This could raise awareness, promote recognition and improve resources and training to mitigate the detrimental effects of this phenomenon on healthcare provision. [ABSTRACT FROM AUTHOR]

Why you should read this article: • To be aware of the latest developments in non-medical prescribing, including nurse prescribing • To identify the benefits and barriers to increasing the number of nurse independent prescribers • To consider the potential role for nurse independent prescribers in the mentoring and development of future nurse prescribers. The Nursing and Midwifery Council states that nurses should be able to demonstrate competence in prescribing practice at the point of registration to be ‘prescribing ready’. The aim is to increase the number of nurse independent prescribers and improve access to pharmacological treatments for patients. However, while this policy presents opportunities for nurses to develop their prescribing knowledge and skills, there are also challenges involved in integrating prescribing theory into nurse education and ensuring there are enough suitable mentors available in practice. This article details how the policy of prescribing readiness is being addressed in preregistration nurse education and explores the supervision of nurse prescribing in clinical practice. The author also discusses how best to support the professional development of nurse independent prescribers beyond their initial training. [ABSTRACT FROM AUTHOR]

Why you should read this article: • To recognise some of the issues related to measuring and enhancing nurse productivity • To learn about several product improvement initiatives that have been implemented in healthcare • To consider various approaches that may be beneficial in optimising the use of nurses’ time. The UK is experiencing a nursing shortage, making it challenging to maintain the staffing levels required to deliver effective patient care. One way of enhancing the care delivered by the existing workforce could be to optimise nurse productivity; however, previous efforts to do this have been largely ineffective, due in part to a focus on the processes of care delivery rather than the nursing activities within these processes. In this article, the author explores the concept of nurse productivity and suggests that enhancing productivity requires the identification of nursing activities and consideration of how these may be undertaken in a more time-efficient manner – or removed altogether. The author discusses two such activities: intentional (hourly) rounding, and fixed-time manual vital signs for patients on general wards. The author also considers the potential of using automatic continuous remote monitoring on general hospital wards to free up nurses’ time for other care activities. [ABSTRACT FROM AUTHOR]

Why you should read this article: • To refresh your knowledge of health inequalities and the social determinants of health • To recognise the barriers to nurses implementing effective health promotion • To consider how you and your colleagues could reconfigure the approach to health promotion taken in your area of practice. Inequalities in people’s health due to economic or social circumstances remain a persistent challenge in the UK, with people from disadvantaged communities disproportionately likely to die earlier and experience more health issues than the general population. Health promotion has a vital role in reversing health inequalities and requires a focus on structural and political-level determinants of health, rather than individuals’ lifestyle choices. However, while health promotion is a significant aspect of nurse education curricula, individual nurses may experience role confusion regarding the application of health promotion in their practice. Therefore, a shift is required in nurse education and training on health promotion, as well as its practical implementation. This article suggests some approaches that could be taken to reconfigure the role of nurses in health promotion. [ABSTRACT FROM AUTHOR]

Nearly one in three acute NHS trusts in England (30%) do not have a specific acute learning disability liaison service with a learning disability registered nurse, a Nursing Standard investigation suggests. [ABSTRACT FROM AUTHOR]

Multiple generations come together in the healthcare workforce. [ABSTRACT FROM AUTHOR]

Despite changes making it easier for nurses to request flexible hours, many are finding the only way to achieve the flexibility they want is by effectively accepting demotion. [ABSTRACT FROM AUTHOR]

A head of the general election on 4 July, Nursing Standard met shadow health and social care secretary Wes Streeting to find out what nurses could expect from a Labour government. [ABSTRACT FROM AUTHOR]

Apprenticeships are intended to play a crucial role in increasing the number of nurses in the NHS in England, but there are growing concerns the programme is not fit for purpose. Here, we look at what the issues are and how the programme is set up. [ABSTRACT FROM AUTHOR]

The number of people wanting to study nursing at universities is plummeting despite government promises in the NHS Long Term Workforce Plan to increase training places. [ABSTRACT FROM AUTHOR]

Nurses are at risk of failing to learn about the latest developments in patient care because staffing pressures and lack of employer support mean they have no time for continuing professional development (CPD). [ABSTRACT FROM AUTHOR]

Patients being cared for in corridors, or even on floors, one health visitor assigned to care for 1,000 families, and registered nurses being replaced with less skilled staff: these are just some of the red flags for patient safety that nurses are witnessing every day. [ABSTRACT FROM AUTHOR]

The UK's longstanding dependence on the skills of nurses recruited from overseas has deepened in recent years. [ABSTRACT FROM AUTHOR]

We are hearing more and more about robots taking over the world, and the existential threat artificial intelligence (AI) could pose to humanity. But a more optimistic take on these emerging technologies could be to recognise the huge potential of using ever more sophisticated robots and algorithms in nursing care. [ABSTRACT FROM AUTHOR]

Why you should read this article: • To enhance your knowledge of the roles of nursing associate and assistant practitioner • To reflect on the leadership skills needed by various members of the multi-tiered nursing team • To improve your understanding of relational leadership styles, in particular compassionate leadership In a challenging global healthcare climate, new workforce models are required to address the ongoing shortfall in the number of nurses. One way of addressing the workforce crisis in the NHS has been to introduce the roles of nursing associate and assistant practitioner, which are designed to support registered healthcare professionals in their work and 'bridge the gap' between registered professionals and support workers. This article examines the leadership skills required of nurses when seeking to embed these roles in practice, and the leadership skills assistant practitioners and nursing associates themselves need to take their place in the team. The author also discusses the need for nurses to adopt a relational leadership style, hone their delegation skills and foster a climate of psychological safety for their assistant practitioner and nursing associate colleagues. [ABSTRACT FROM AUTHOR]

Why you should read this article: • To recognise the importance of enhancing nurses' well-being in the workplace • To understand the work-related factors that can adversely affect nurses' well-being • To consider self-care practices that may be beneficial for you and your colleagues Nurses experience a range of challenges in their practice that can adversely affect their well-being, for example work-related stress and workforce issues. These challenges may have been intensified by various factors, such as the coronavirus disease 2019 (COVID-19) pandemic and shift working. This article considers the concept of well-being and explores nurses' well-being in the context of ongoing stressors and workforce issues. It also examines some of the effects of shift work on nurses' well-being and how these could be mitigated. The authors outline a range of self-care practices that nurses could engage in and consider how they may be supported in this by their line managers and healthcare organisations. [ABSTRACT FROM AUTHOR]

Why you should read this article: • To enhance your knowledge of the factors that can increase the risk of suicide among healthcare staff • To be aware of the actions that nurses can take with their colleagues to reduce the risk of suicide • To count towards revalidation as part of your 35 hours of CPD, or you may wish to write a reflective account (UK readers) • To contribute towards your professional development and local registration renewal requirements (non-UK readers) Reducing the number of deaths by suicide is an important area in public health. Several factors, including excessive workload demands and burnout, mean that healthcare staff such as nurses are at higher risk of death by suicide compared with people working in other occupations. This article explores the contributory factors involved in suicide among healthcare professionals and outlines some of the methods that nurses can use to enquire about suicide risk with their colleagues. It also details appropriate interventions that nurses can use to reduce the risk of suicide among their colleagues. The authors aim to increase nurses' understanding of their role in suicide prevention in the healthcare workforce. [ABSTRACT FROM AUTHOR]

The long-awaited NHS workforce plan, which has now been published, years after it was promised, has been met with scepticism over how its commitments will be delivered. [ABSTRACT FROM AUTHOR]

Self-rostering is where staff can request the shifts they would like to work and their preferred days off. Usually each employee has a certain number of requests they can make for each roster period. The roster manager then reviews requests, declining any they cannot grant. [ABSTRACT FROM AUTHOR]

The effects of age discrimination – prejudicial behaviour based on age, particularly towards older people – can be severe. [ABSTRACT FROM AUTHOR]

As a nurse, knowing whether the pay going into your account every month is the right sum is not always straightforward. For many, the amount will change each month, depending on shifts worked and whether they involved antisocial hours and overtime. [ABSTRACT FROM AUTHOR]

Witnessing the discrimination faced by a prisoner brought into the emergency department (ED) where she was working prompted a change of career direction for nurse Sheree-Leigh Woodall. [ABSTRACT FROM AUTHOR]

The first-ever cohort of nursing associates – then a controversial new role – joined the workforce in England in January 2019, having completed their two-year training. [ABSTRACT FROM AUTHOR]

Band 5 nursing roles usually involve direct clinical practice and patient contact – often key reasons why some nurses choose to remain at this level. 'Some of the opportunities at band 6 and above can start to take you away from that,' says University Hospitals Birmingham NHS Foundation Trust deputy director of nursing workforce Carolyn Pitt. [ABSTRACT FROM AUTHOR]

Social care nurses often work in isolation from their registered peers, but more than ever need support from across the profession to carry out their roles. [ABSTRACT FROM AUTHOR]

Why you should read this article: • To recognise the importance of improving nursing student retention • To consider the support strategies that higher education institutions can use to improve student retention • To learn about students' perceptions of support strategies and how these may increase their likelihood of staying on the course Nursing student attrition is a significant concern in many countries, including the UK. Higher education institutions (HEIs) are seeking creative ways of improving retention and it is crucial to understand which support strategies encourage students to persist with their studies. This article describes a systematic review of the literature exploring nursing students' experiences and perceptions of support strategies used by HEIs to reduce attrition and improve retention. Having a sense of belonging, a connection with the university, self-confidence, self-efficacy and motivation appeared to make students more likely to stay on their course. Several support strategies appeared to enhance retention, including an automated text messaging system, an Academic, Personal and Professional Learning (APPL) support mechanism, a pastoral care support adviser service and an extracurricular student support group. Developing a holistic and multifaceted approach to retention involves working collaboratively with students to enhance the understanding of their needs. [ABSTRACT FROM AUTHOR]

Long shifts, poor access to healthy food at work, and the constant temptation of chocolates and biscuits from patients and their families when you need a quick energy fix – is it any wonder that so many nurses struggle with their weight? [ABSTRACT FROM AUTHOR]

Ward managers provide valuable clinical leadership in the delivery of quality care to patients. Their role should be supernumerary – not counted as part of the staffing needed for safe care – affording those in post the time to lead and manage. [ABSTRACT FROM AUTHOR]

Feeling safe to raise concerns in the knowledge that any issues will be listened to and acted on is essential to our well-being at work. Whether about patient safety or staffing levels, we must have the courage to raise and escalate our concerns using the tools and support available, such as a red flag system. [ABSTRACT FROM AUTHOR]

Gender services care for people with gender incongruence, the term used for a discrepancy between an individual's birth-assigned sex and their gender identity, or how they feel about their gender. [ABSTRACT FROM AUTHOR]

Nursing students working while they are studying is less a question of want and more of need, says RCN professional lead for nursing students Rachel Wood. 'It's a financial necessity to find some kind of income,' she says. 'Unless a student is fortunate to have private means then the funding they can access is insufficient for them to live. [ABSTRACT FROM AUTHOR]

When did you last say sorry? In a professional capacity, perhaps it was at the height of the pandemic when you could not allow a family member to be at the bedside of a loved one. [ABSTRACT FROM AUTHOR]

Why you should read this article: • To understand the psychological effects of sharps injuries on healthcare workers, including nurses • To be aware of the latest evidence of the various psychological effects of sharps injuries on healthcare workers and their families • To recognise the need for follow-up care and support for healthcare workers following a sharps injury Much of the research into sharps injuries sustained by healthcare workers focuses on prevalence and incidence and to a lesser extent the financial implications of such injuries. An under-researched area is the psychological effects of such injuries. This article reports the findings of a narrative literature review that aimed to synthesise the evidence on this subject. Electronic databases and the grey literature were searched with no date limits set and 27 articles were included in the review. Findings suggested that healthcare workers may experience a range of psychological issues following a sharps injury, including post-traumatic stress disorder, anxiety and depression. There was also evidence to suggest that the necessary psychological follow-up care is often inadequate, so improvements are required in this area. Further research is necessary to enhance understanding of the psychological effects of sharps injuries on healthcare workers and to ensure they receive appropriate support. [ABSTRACT FROM AUTHOR]

As many as four out of five nurses go to work despite feeling too sick to do so. [ABSTRACT FROM AUTHOR]

A groundbreaking safe staffing law that requires the government to ensure there are enough nurses available for employers to provide safe care has finally come into force in Scotland. [ABSTRACT FROM AUTHOR]

Increasing the number of nurses in the NHS is a priority across the UK, and in England the government has a target of 50,000 more by 2025. When this election commitment was made in 2019, boosting student numbers, improving retention and developing new routes into the profession could all have played a role. But it is now 'too late' to use a scale-up in domestic preregistration education to meet the target, says University of Edinburgh visiting professor James Buchan. [ABSTRACT FROM AUTHOR]

Why you should read this article: • To understand the importance of emotionally intelligent leadership in nursing • To enhance your understanding of the components of emotionally intelligent leadership • To identify various practical activities that leaders could undertake to enhance their emotional intelligence skills Emotionally intelligent leaders demonstrate a sensitivity to their own and other people's psychological health and well-being, directing others towards common goals while developing effective personal relationships with their colleagues and team members. Emotional intelligence is particularly relevant in the context of the coronavirus disease 2019 pandemic, where nurse leaders need to demonstrate this skill when supporting their teams to manage high levels of stress, exhaustion and the risk of moral injury. This article explores emotional intelligence, discusses its importance as a characteristic of effective nurse leaders and managers, and suggests practical activities that leaders can undertake to develop their emotional intelligence skills. [ABSTRACT FROM AUTHOR]

Why you should read this article: • To increase your awareness of the pressures and demands on palliative care services • To gain a clearer understanding of the scope of specialist and generalist palliative care • To recognise that all nurses have a role to play in delivering palliative and end of life care The coronavirus disease 2019 (COVID-19) pandemic has led to a significant increase in the demand for palliative and end of life care, particularly in the community. Furthermore, palliative and end of life care services face growing pressures due to the increasing number of older people and increasing prevalence of chronic illness. Palliative and end of life care cannot be provided solely by specialists but needs to be integrated into mainstream healthcare. All nurses have a role in supporting patients with life-limiting conditions, and their families, by providing what is termed 'generalist palliative care'. However, some nurses may feel unprepared, unsupported or lacking the confidence and skills for that role. This article explores the definitions of palliative and end of life care, as well as the changes and challenges in service provision brought about by the COVID-19 pandemic. It also considers how nurses who have not specialised in this area of practice can be supported to care effectively for patients with life-limiting conditions, and their families, notably through workforce development initiatives such as training programmes and clinical supervision. This could not only increase the skills of the nursing workforce but also improve patient care. [ABSTRACT FROM AUTHOR]

Why you should read this article: • To refresh your knowledge of what is meant by resilience and how it is linked to physical and mental well-being • To enhance your awareness of the adverse effects that the coronavirus disease 2019 (COVID-19) pandemic has had on nurses' mental health, well-being and resilience • To consider strategies that nurses, nurse leaders and managers, and healthcare organisations could use to promote resilience in nurses Nurses are likely to encounter a wide range of distressing, challenging and sometimes traumatic situations. However, the coronavirus disease 2019 (COVID-19) pandemic has created unprecedented levels of stress, risk, uncertainty and anxiety for nurses. Nurses have been working in highly challenging conditions, particularly on the front line of patient care, which has had adverse effects on their mental health and well-being. The challenges generated by the COVID-19 pandemic have called into question the notion of nursing being an innately resilient profession. Consequently, the pandemic has reinforced the need for individuals, teams and healthcare organisations to foster resilience in nurses. This article discusses the theoretical underpinnings of resilience, explains what resilience in nurses means, and describes the adverse effects of the pandemic on nurses' mental health and resilience. The article also explores how nurses' resilience can be developed and enhanced from an individual and organisational perspective. [ABSTRACT FROM AUTHOR]

Nurses are potential leaders at every stage of their career, and the COVID-19 pandemic has highlighted the importance of effective leadership more than ever. [ABSTRACT FROM AUTHOR]

Why you should read this article: • To recognise the importance of effective leadership during highly challenging periods, such as the coronavirus disease 2019 (COVID-19) pandemic • To understand the advantages and disadvantages of using the transactional, transformational and laissez-faire leadership styles in the context of the COVID-19 pandemic • To be aware of the potential benefits of compassionate leadership during the COVID-19 pandemic Leadership is central to effective nursing practice and is considered to be particularly important during crises such as the coronavirus disease 2019 (COVID-19) pandemic. This article examines several leadership styles that are commonly used in healthcare – namely the transactional, transformational and laissez-faire leadership styles – and considers their advantages and disadvantages in the context of the COVID-19 pandemic. It also explains the potential benefits of compassionate leadership in supporting the nursing workforce during this highly challenging and stressful period. [ABSTRACT FROM AUTHOR]

The number of UK-educated nurses joining the register has hit an all-time high but the number of joiners from red-list countries remains a concern, Nursing and Midwifery Council (NMC) data show. [ABSTRACT FROM AUTHOR]

As a nurse, getting paid what you deserve is not always easy to achieve. But one area in which nurses need to be especially vigilant is acting-up pay and ensuring they are not losing out. [ABSTRACT FROM AUTHOR]

More than 34,000 nurses left their jobs in the NHS in 2020-21. [ABSTRACT FROM AUTHOR]

The article offers insights on an informal carer system for a working nurse. Topics discussed include the lack of awareness of the number of staff members who had caring responsibilities, the possible set up of a staff network that offers support and resources for working carers, and the focus on how carers can look after themselves while juggling work and home responsibilities. Also noted are the benefits of supporting carers in the workforce.

Trauma-informed care is 'everybody's business', according to the Scottish government. [ABSTRACT FROM AUTHOR]

White nurses applying for posts at acute NHS trusts in London are more than twice as likely to be offered a job than black applicants, research shared with Nursing Standard suggests. [ABSTRACT FROM AUTHOR]

It seems inevitable that caring for patients in the high-stakes context of COVID-19 will take its toll on the mental health of nurses. [ABSTRACT FROM AUTHOR]

You have been offered a practice placement that you are not keen on, or that is not working out for you. Can you ask for an alternative – and, if so, what might the consequences be? And what should nursing students expect from their placements? [ABSTRACT FROM AUTHOR]

Supernumerary means not being counted as part of the staffing needed for safe and effective care in a particular setting, says the Nursing and Midwifery Council (NMC). It ensures students can practise their skills safely during supported or protected learning time. [ABSTRACT FROM AUTHOR]