Every day, Northside Hospital’s physicians, nurses, and other clinical and non-clinical professionals face some of the most significant medical challenges imaginable while providing the highest level of skilled, compassionate patient care. These situations create a great deal of physical stress and strain. Patient care can take a tremendous psychological and emotional toll on the caregiver. The circumstances of the past several years have only increased the pressures these tirelessly dedicated healthcare heroes face.
How do we ensure that those who strive so hard to care for others receive the care they need and deserve?
That’s where Northside Hospital’s STAR (Striving To Achieve Resilience) program comes in. Modeled after the Resilience in Stressful Events team at Johns Hopkins Hospital, the STAR program establishes a framework and culture where our employees can provide skilled, nonjudgmental, and confidential support to other Northside employees and employee groups.
How does STAR work? This unique program facilitates the development of peer-responders within Northside who will deliver psychological first aid and emotional support to their fellow teammates following complex work-related events. Peer-responders are given comprehensive training to ensure they have the competence and confidence to help those suffering from work-related issues such as burnout, self-doubt, and more.
The STAR program is one of the ways in which we cultivate a caring, supportive environment for our employees. But it doesn’t stop there:
- Employee Assistance Program to care for various emotional, psychological, and lifestyle needs.
- Personal nurse to help provide the high-quality care you give to your patients.
- LA Fitness membership discounts help you get and stay in shape.
- Smoking Cessation Program helps people kick the habit while managing stress levels, avoiding weight gain, and coping with withdrawal symptoms.
We understand the need because we have been there and want to be sure we support our dedicated caregivers in every way.
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