Understanding Removable Stressors
Not all workplace stress is unavoidable. Removable stressors are systemic issues that make work harder than it needs to be—but with the right conversations and actions, they can be changed. Unlike the emotional or ethical challenges of patient care, these stressors are fixable problems that come from outdated policies, inefficient workflows, and workplace culture norms.
✅ Examples of Removable Stressors:
- Inefficient workflows (duplicate documentation, unnecessary approvals)
- Unclear communication (mixed messages, last-minute changes)
- Scheduling challenges (inflexible shifts, chronic short-staffing)
- Technology frustrations (too many logins, slow systems)
- Unnecessary administrative burdens (tasks that don’t add value)
- Lack of inclusion in decision-making (staff left out of process changes)
- Workplace culture barriers (norms that prevent breaks, unrealistic expectations)
🚫 Not Removable (But Manageable) Stressors:
- The emotional toll of patient care
- High-intensity medical situations
- Moral dilemmas inherent to nursing
- Unexpected emergencies
- Exposure to patient trauma
- Unanticipated outcomes
- End-of-Life care complexities
- Witness to death, suffering, or crisis
- Ethical Ambiguity
How to Identify a Removable Stressor
Does this problem exist because of a policy, system, or process?
Does this problem exist because of a policy, system, or process?
Would fixing this make work more efficient or reduce unnecessary stress?
Would fixing this make work more efficient or reduce unnecessary stress?
Have multiple people voiced frustration about the same issue?
Have multiple people voiced frustration about the same issue?
Is leadership aware of this issue?
Is leadership aware of this issue?
What to Do About a Removable Stressor
Step 1: Define the problem. Be specific: What is the issue? How does it affect your work Then, gather examples: How often does it happen? Who else is affected?
Step 2: Frame the solution. Avoid just venting—offer an idea for improvement. For example, instead of “The scheduling system is a mess,” try: “Our current schedule makes it hard to plan ahead. Could we explore a self-scheduling option?”
Step 3: Speak up to the right person. Bring team-wide issue up in a staff meeting. Discuss policy or process issues with your manager or leadership. Connect with IT about technology issues. Find allies and raise concerns collectively about cultural issues.
Step 4: Follow up and stay engaged. Be sure to ask for updates: “Have there been any discussions on improving [issue]?” If nothing changes, bring it up again with more data. You can also get involved with workplace committees, governance groups, or leadership meetings to be part of the solution.
Your Voice Matters!
Many workplace stressors are not just part of the job—they’re fixable with the right conversations and actions. By identifying and addressing removable stressors, you help create a more efficient, supportive, and sustainable workplace for yourself and your team.
