It will be critical to conduct measurements of the progress to link the evidence on both individual and group anti-stress techniques and adjust the strategy on the fly. The Maslach Burnout Inventory questionnaire, the Professional Quality of Life Scale questionnaire, and similar tools must be employed during the sessions for continuous assessment of stress levels among personnel (Suleiman-Martos et al., 2020). Practice change may require significant structural changes, as the current state of the hospital’s work environment leaves nursing personnel in a vulnerable state. Feedback from the participants shall be used by a psychotherapist involved in the process, as well as the HR team, to assess the need for adjustments in the nurses’ schedules.
There will be the need to provide nurses with the necessary financial resources in order to conduct this intervention successfully. First of all, it is vital to provide a short course with a psychotherapist for training self-care techniques to the self-care group. Another part of the financial expenses is the space and educational resources for group therapy sessions. Meetings among nurses must be conducted within an environment that would promote friendly, assuring conversations and activities. The average length of such interventions takes approximately nine months to produce meaningful results, such as the reduced rates of chronic depression and emotional exhaustion (Aryankhesal et al., 2019). These meetings may be performed on-site, although there might be the need to rent a community space for nurses to feel less stressed by the environmental factors.
Another critical issue that needs to be resolved prior to the implementation of this project is the working hours of nursing personnel that need to be adjusted in order to fit the following intervention. In this hospital, there is a significant deficit of free time among nurses, as there is a constant shortage of personnel. For a team, the educational resources must be available for constant checking of the most successful practices. In order to secure these resources, initial proposals must present sufficient evidence at an appropriate scale for this hospital.
Table 2: Estimated Timetable Blueprint for Implementation
| Task | Estimated Date of Start |
Estimated Date of Completion | Person Responsible |
| Reach for the hospital’s administration and present the evidence on burnout effects. | 3/1/22 (2 weeks) | 3/15/22 | – Nursing administration – Student – Clinical nurse specialist – HR department |
| Gain financial support from the finances department. | 3/1/22 (2 weeks) | 3/15/22 | – Finances Department – Student – HR department |
| Find a suitable person for the position of a psychotherapist. Select promotional and educational materials for each type of technique. | 3/16/22 (2 weeks) | 4/4/22 | – Off-site psychoterapist – Clinical advisor – HR department |
| Educate nurses on the importance of anti-stress practices and present them the evidence behind both self-care and communal therapy. | 4/5/22 (3 weeks) | 4/26/22 | – Off-site psychoterapist – Clinical advisor |
| Conduct a standardized measure of an average stress level using the selected stress scale. | 4/19/22 (1 week) | 4/26/22 | – Off-site psychoterapist – Clinical advisor – HR department |
| Begin the enrollment in the program. | 4/27/22 | 5/2/22 | – Charge nurses – Off-site psychoterapist – Clinical advisor – HR department |
| Conduct meetings two times a week for nurses who were selected for group therapy sessions Begin self-care therapy among nurses who were taught about self-care techniques. |
5/2/22 (24 weeks) | 11/2/22 | – Charge nurses – Off-site psychoterapist – Unit personnel |
| Take mid-way measurements on the impact of the proposed stress mediation techniques. | 8/2/22 (1 week) | 8/8/22 | – Charge nurses – Off-site psychoterapist |
| Make any necessary adjustments in the project. | 8/8/22 (3 weeks) | 9/1/22 | &ndash
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