Jul 5, 2021

Birmingham's smart "super hospital" - need to know

2 min
Birmingham's smart "super hospital" - need to know
Midland Metropolitan University Hospital in Birmingham will use smart energy and infrastructure solutions from Schneider Electric

What Midland Metropolitan University Hospital has been labelled a digital "super hospital" for its state-of-the art technology, which will include diagnostic equipment like MRI and ultrasound machines provided  by Siemens Healthcare through a 10-year contract. 

The building will deploy Schneider Electric’s EcoStruxure™ solutions for its power and control systems, enabling the site to use IoT technology to reduce the maintenance needed while improving patient safety and reliability while keeping energy consumption and costs down. 

The EcoStruxure™ solution includes consultancy services, connected products, advanced analytics and digital services, and the infrastructure will be fully connected to provide rich data. Connected products include smart controllers and switchboards. 

Additionally the 11-storey hospital will  also have a sickle cell and thalassaemia unit,  and is dementia-friendly, with colour schemes to mark out different wards and an external view from every bed so that all patients are able to see light changes throughout the day. 

Who The Sandwell and West Birmingham NHS Trust in England is responsible for the care of 530,000 people. In 2014 the trust agreed to build a new hospital to meet the needs of the growing population; Midland Metropolitan University Hospital is set to be the largest acute hospital in the region with 700 beds.

Why The decision was reached in 2014 to create a new hospital for the region to accommodate the growing population, which suffers from some of the highest levels of deprivation in the England. Life expectancy among both men and women is around three to four years less than the national average, and in some areas infant mortality rates are double the national average. One in five local people has a long-term health condition that affects their daily life. 

As well as providing more patient rooms to limit the spread of infection, the trust aims to provide more care in local settings, especially for long term illnesses. In a statement the trust said that "Midland Met will bring better facilities, but it is not a project about nicer buildings. It is about improving outcomes by providing better care."

When The hospital is set to open in 2022. In addition, Sandwell and West Birmingham has a mission to tackle ill health, deprivation and exclusion by 2030. "Prevention and public health must form a big part of all that we do, which is why the Trust has created a public health plan, overseen by the Trust’s Chairman, and why the local clinical commissioning group has created its own public health team to make sure that long term needs are the heart of their decision making."

Share article

Jul 22, 2021

COVID-19 "causing mass trauma among world’s nurses"

5 min
COVID-19 "causing mass trauma among world’s nurses"
Two nurses tell us about COVID-19, nurse burnout, and how to address it

Healthcare providers are facing ongoing nursing shortages, and hospitals are reporting high rates of staff turnover and burnout as a result of the COVID-19 pandemic. In June a report found that levels of burnout among staff in England had reached "emergency" levels

Registered nurses Molly Rindt and Erika Haywood are nurse mentors on US recruitment platform Incredible Health. In this joint Q&A they tell Healthcare Global about their own experiences of burnout and what can be done to tackle it. 

What does it mean to be suffering from burnout? 
Some of the most common reasons for nurse burnout include long work hours, sleep deprivation, a high-stress work environment, lack of support, and emotional strain from patient care. 

While every profession has its stressors, the nursing industry has some of the highest burnout rates. The massive influence on patients’ lives, the long hours, and many other factors put nurses at risk of severe burnout. And with the rise of COVID-19, many healthcare professionals feel the strain more than ever.

Burnout in nurses affects everyone — individual nurses suffer, patients are impacted, and employers struggle with enormous turnover. This is why it’s crucial for healthcare systems and management to watch for signs of nurse burnout and take steps to provide a healthier workplace. Employers should be careful to watch for burnout symptoms in their healthcare staff — and not ignore them. 

Symptoms include constant tiredness, constant anxiety related to work, emotional detachment and unexplained sickness. 

How widespread is this problem?     
Unfortunately, burnout affects approximately 38% of nurses per year and even the WHO recently labelled burnout as an official medical diagnosis. To put this statistic into perspective, nearly 4 out of 10 nurses will drive to work dreading their shift. Burnout is a reason nurses leave their positions. 

Other top reasons for leaving included a stressful work environment, lack of good management or leadership, inadequate staffing, and finding better pay or benefits elsewhere.

Even before the pandemic, demanding workloads and aspects of the work environment such as poor staffing ratios, lack of communication between physicians and nurses, and lack of organisational leadership were known to be associated with burnout in nurses. 

Have either of you experienced burnout? 
Rindt: I have experienced burnout as an RN. I was constantly fatigued,  never felt like I was off work, and would frequently dream I was still at work taking care of patients. In my particular situation, I needed to take a step back and restructure my work schedule to allow for more time off. After doing this, I was able to reduce burnout by deciding to work two shifts back-to-back and then have 2-3 days off.

Haywood: I definitely experienced constant anxiety related to work - so much so it would impact the days I wasn’t at work. At one point, I was even on medication to help combat the anxiety and stress I was facing on the job. 

I had heart palpitations, chest pain, and wouldn’t be able to sleep before working the next day, which slowly started to impact other aspects of my life. I knew I couldn’t continue to live this way, it wasn’t sustainable. Because of this, I began to focus on my needs and prioritising self-care, especially during the beginning of the pandemic. Putting my needs first and not feeling guilty were necessary for me to overcome burnout.

What impact is COVID-19 having on nurses' wellbeing? 
Some nurses have suffered devastating health consequences. Many nurses have dealt with excessive on-the-job stress, fears of becoming infected, and grief over seeing patients succumb to COVID-19 while isolated from their families.

New evidence gathered by the International Council of Nurses (ICN) suggests COVID-19 is causing mass trauma among the world’s nurses. The number of confirmed nurse deaths now exceeds 2,200, and with high levels of infections in the nursing workforce continuing, overstretched staff are experiencing increasing psychological distress in the face of ever-increasing workloads, continued abuse and protests by anti-vaccinators. 

However, other small silver linings that came from the pandemic include increased professional autonomy, leadership opportunities and career growth potential.

How much of the cause of burnout is due to the hospitals or healthcare providers, and what can they do to address it?

Nurse fatigue poses serious problems for healthcare organisations, and a recent survey from Kronos found 63% of nurses say their job has caused burnout. The survey also found that more than 4 out of 5 nurses think hospitals today are losing good staff because other employers offer a better work/life balance.

Nurse burnout  not only contributes to staff turnover, but it can impact the facility’s quality of care, patient satisfaction, and even medical outcomes. 

Strategies to address burnout include training improving  nurse-to-patient ratios, include nurses in policy discussions, and prioritise fostering a healthy work culture in hospitals. 

What does your role mentoring nurses on the Incredible Health platform involve?
Rindt: My role can vary based on the needs of the nurses. The nurses love knowing they have someone in their corner who can give interview preparation advice or provide suggestions on how to improve their resume. Knowing that there is someone who is well-versed in the job process and can help set expectations on what to anticipate, really helps to remove a layer of uncertainty.

Haywood: When screening nurses, it is customised to what their individual RN or nurse practitioner needs, and at a time that is most convenient for them. Nurses are busy and often aren’t thought of first. Being able to provide support from the very beginning of their career advancement journey helps tremendously.  We also provide resources such as resume templates and tips that can help nurses be successful and feel supported.

Share article