Burnout to Balance: How Mentorship Helped One Infection Preventionist Reclaim Her Purpose

After devoting ten years of my life as an infection preventionist (IP), I can admit I found myself exhibiting signs of burnout: chronic physical and emotional exhaustion, detachment from work, and a reduced perception of my own competence. My burnout had grown so severe that I started to think it was time for a career change. How could this be so? I have put so much time, effort, and resources into my career, and at the end of even on my worst days professionally, I still love knowing the impact I have in providing safe, high-quality patient care. Unwilling to divorce my love of infection prevention, I became determined to actively combat what I came to accept as pure burnout. Could mentorship be the answer? 

The Mentor

Looking at the landscape of infection prevention, I estimated that many IPs have 2 to 5 years of experience, while a significant percentage may have less than 1 year of experience. As an IP with over 10 years of experience, I knew that I had, at the very least, several years of personal anecdotes to supplement the information in many published references. Making myself available to mentor IPs of all experience levels reinvigorated my zeal for infection prevention.

Mentoring paraprofessionals, those exploring the field and hoping to enter the field, reminds me of why I found interest in infection prevention and the choices I made early in my career that enhanced my success. Mentoring novice IPs keeps my IP skillset keen. Novice IPs typically have specific questions about surveillance and effective implementation strategies. They typically need the opportunity to talk through the “Did I do this right?” question. Mentoring proficient and even expert-level IPs allows me to offer support and recommendations towards professional stewardship, such as chairing local, state, and national committees, obtaining additional certifications, or writing for professional publications.

The Mentee

Even with over 10 years of experience, I have realized I, too, still need mentorship. Yes, even the mentor can be a mentee. I use the term “mentee” to refer to the “learner” in mentoring relationships, regardless of age or position. My mentors, at this time in my career, provide a safe space to discuss challenges; they offer guidance to help me navigate difficult workplace or life situations, and they have enhanced my sense of connection and community.

Conclusion

Mentoring does not have to be an organized program with set meetings and action items; a simple interaction with someone you can help or from whom you can receive guidance is still mentorship. Mentoring helped me identify and address the causes of my burnout by offering fresh, diverse perspectives. What do a 10-plus-year-old car, home, and career all have in common? They may all be nearing the end of their major components’ life cycles, but with proper maintenance, management, and upgrades, each can flourish for many years to come. Burnout is a condition that does not resolve on its own. Mentorship is helping me maintain a sense of purpose, manage my expectations, and has ultimately upgraded my mindset toward my role as an IP; it feels like magic.