RN Self Care: The Challenge of Practicing What You Preach

Introduction

Nurses encourage patients to rest, hydrate, and prioritize wellbeing, yet many struggle to uphold these same practices themselves. This paradox highlights a deeper cultural and systemic issue: self-care among nurses is not merely a personal choice. It is influenced by professional demands and organizational environments.

Nurses as Teachers of Health

Nurses serve as frontline educators who model and reinforce healthy behaviors. Because nursing consistently ranks as one of the most trusted professions (Gallup, 2022), nurses are expected to exemplify the wellness practices they teach. This expectation, however, often conflicts with workplace realities.

Why Nurses Struggle to Practice What They Preach

Long shifts, staffing shortages, and mandatory overtime contribute to widespread burnout; 46% of nurses report high levels of burnout (American Nurses Association [ANA], 2021). Additionally, the physical demands of nursing lead many to skip meals, delay hydration, and experience musculoskeletal strain- 83% report musculoskeletal pain (National Institute for Occupational Safety and Health [NIOSH], 2018).

Emotional burdens are equally significant: compassion fatigue, moral distress, and lack of emotional support affect more than half of nurses (National Council of State Boards of Nursing [NCSBN], 2023). The belief that patient needs must always come first, is a prevailing cultural stigma that further discourages nurses from prioritizing their own wellbeing.

The Cost of Neglecting Self-Care

Neglecting self-care increases risks for depression, anxiety, and chronic illness among nurses. It also compromises patient outcomes; burnout is linked to a threefold increase in patient safety incidents (Hall et al., 2016). For healthcare systems, the financial consequences are notable: replacing a single registered nurse costs between $40,000 and $64,000 (NSI Nursing Solutions, 2022).

Rethinking Self-Care: Beyond Bubble Baths

Self-care must be reframed as a professional necessity rather than an indulgence. Effective strategies include protected breaks, hydration reminders, and peer-support systems. Wellness programs have demonstrated positive impacts on retention and staff wellness (ANA, 2020).

Strategies and Solutions

Individual strategies include micro-breaks, mindfulness, and setting boundaries around overtime. Organizational strategies involve safe staffing policies, counseling access, and structured wellness resources. A cultural shift, one that normalizes help-seeking and models self-care from leadership, is essential for sustainable change.

Conclusion

Nurses cannot pour from an empty cup. Prioritizing nurse wellbeing is essential for professional longevity, patient safety, and the overall health of the workforce. The healthiest care starts with healthy caregivers.

References

American Nurses Association. (2020). Healthy Nurse, Healthy Nation: Year 3 highlights. https://www.healthynursehealthynation.org

American Nurses Association. (2021). Pulse on the Nation’s Nurses COVID-19 Survey Series: Mental health and wellness.

Gallup. (2022). Honesty/Ethics in professions. https://news.gallup.com

Hall, L. H., Johnson, J., Watt, I., Tsipa, A., & O’Connor, D. B. (2016). Healthcare staff wellbeing, burnout, and patient safety: A systematic review. BMJ Open, 6(2), e009837. https://doi.org/10.1136/bmjopen-2015-009837

National Council of State Boards of Nursing. (2023). National Nursing Workforce Survey.

National Institute for Occupational Safety and Health. (2018). Nurses’ musculoskeletal health.

NSI Nursing Solutions. (2022). National Health Care Retention & RN Staffing Report.

Assessed and Endorsed by the MedReport Medical Review Board