Danielle Rhode

Abstract

In response to increasing concerns about staff burnout and a need for greater emotional and psychological support across the health system, a cross-functional initiative was launched to promote a healthy work environment through collaborative peer support. This session will describe the development, implementation, and early outcomes of the MyTRUST Program—an anonymous, peer-driven referral and support system designed to connect employees with trained Peer Advocates following stressful and/or traumatic events.

This initiative began with a comprehensive environmental scan that included input from frontline nursing staff, review of internal well-being council discussions, and organizational data such as low Employee Assistance Program (EAP) utilization (2%). These insights, along with the organization’s strategic goals emphasizing investment in people and collaborative partnerships, shaped the program’s direction.

Inspired by a similar initiative presented at the 2023 Magnet Conference by Henry Ford Health, the MyTRUST Program was conceptualized as an internal peer support referral network. Initial stakeholder engagement involved Human Resources, Nursing Professional Development (NPD) specialists, and a nurse whose feedback catalyzed the initiative. Together, they designed a scalable and inclusive model that expanded beyond nursing to engage all employee roles, reinforcing equity and organizational unity.

The MyTRUST Program was approved by HR and supported by senior leadership, including a launch announcement from the CEO. NPD specialists led a recruitment campaign for Peer Advocates, followed by the design and facilitation of a two-hour training program grounded in trauma-informed care, Second Victim Syndrome awareness, and the Stress First Aid framework. This training, eligible for Continuing Nursing Education (CNE) credit, emphasized confidentiality, compassionate listening, and resource navigation.

Since launching in September 2024, 50 Peer Advocates have been trained, representing a diverse cross-section of the workforce: nurses, leaders, security officers, patient care technicians, chaplains, laboratory personnel, and others. Evaluations from 35 of the Peer Advocates following the training indicated 100% felt at least somewhat prepared to support their peers. In its first months, the program received 52 referrals—ten of which were self-referrals—and facilitated 19 active support engagements. EAP utilization increased from 2% at the start of the program to 4.5% in the first quarter of 2025, and web traffic to internal well-being resources rose from 50 to 240 hits during the same period.

The MyTRUST Program exemplifies how interdepartmental collaboration, professional development, and grassroots feedback can coalesce into a sustainable, healthy work environment initiative. Through mutually beneficial partnerships among frontline staff in many areas of work, NPD specialists, HR, and executive leadership, MyMichigan Health has taken actionable steps toward creating a more supportive, engaged, and resilient workforce.

Desired learning outcomes:

• By the end of this session, participants will be able to:


• Describe the collaborative process used to design and implement the MyTRUST peer support program.


• Identify key components of training Peer Advocates using trauma-informed principles and stress first aid.


• Evaluate the impact of peer support initiatives on employee well-being, engagement, and resource utilization.


• Apply strategies to develop or enhance similar peer support programs within their own organizations.