How can you prevent physician turnover when working with them?
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Physician turnover can have negative impacts on your organization, such as reduced quality of care, increased costs, and lower morale. Working with physicians effectively can help you retain them and foster a collaborative and productive environment. In this article, you will learn some strategies to prevent physician turnover when working with them, such as:
One of the main reasons why physicians leave their jobs is poor communication with their colleagues, managers, or administrators. To avoid this, you need to communicate clearly and respectfully with them, using appropriate medical terminology and avoiding jargon or slang. You also need to listen to their feedback, concerns, and suggestions, and acknowledge their expertise and contributions. Additionally, you need to keep them informed of any changes, policies, or goals that affect their work, and explain the rationale and expectations behind them.
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Marcia Adams
Licensed Attorney in Michigan, Extensive background and expertise in compliance, regulatory, healthcare and risk management
In my experience, physician communication is successful when it’s concise and relevant. I come as prepared as possible and attempt to focus on data. When I send mass communications, I attempt to tailor to relevant and key points, and address how the message applies to the audience. We frequently use the SBAR method. When there are more controversial matters, I try to meet with the physician(s) who are key stakeholders, in advance of meeting with a larger group. This gives the physician an opportunity to discuss any concerns and to feel engaged in the matter instead of blindsided. It all boils down to respect. Taking the additional time to prepare and organize communications in advance is a sign of respect.
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Enrique La Orden Izquierdo
Pediatra de atención primaria
Sobre todo creo que evitar un trato desigual en injusto basado en la oportunidad y que cree desigualdades entre los compañeros tanto por por arriba como por abajo es fundamental. Por otro lado es importante reconocer al talento senior y ejemplarizar al talento junior de forma clara. Fórmulas de innovación oportunistas no son adecuadas.
Another factor that influences physician retention is the level of support and recognition they receive from their organization. Physicians often face high levels of stress, burnout, and workload, which can affect their performance and satisfaction. To prevent this, you need to provide them with adequate resources, training, and assistance to help them cope with their challenges and improve their skills. You also need to recognize their achievements, efforts, and value, and offer them incentives, rewards, or opportunities for growth and development.
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Ely Jacobs
Healthcare Professional
Listen, hear them out and appreciate their feedback. Everyone’s input on the clinical staff should be valued as well as heard.
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Physicians also appreciate having a voice and a role in the decision-making and problem-solving processes that affect their work. They want to be consulted, involved, and respected as professionals and partners. To achieve this, you need to solicit their input, opinions, and ideas on various issues, such as quality improvement, patient safety, or innovation. You also need to collaborate with them on finding solutions, implementing changes, or resolving conflicts. Moreover, you need to respect their autonomy and clinical judgment, and avoid micromanaging or undermining them.
The organizational culture and climate can also have a significant impact on physician retention. Physicians want to work in a place where they feel valued, respected, and appreciated, and where they can enjoy a sense of belonging, teamwork, and camaraderie. To create such a culture, you need to foster a positive and inclusive atmosphere, where you promote trust, transparency, and mutual respect. You also need to encourage diversity, equity, and inclusion, and respect the different backgrounds, perspectives, and needs of your physicians. Furthermore, you need to facilitate social interaction, networking, and mentoring among your physicians, and provide them with opportunities to have fun and relax.
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Robin Nichols
CFO, CPA
Agree that a comprehensive, collaborative environment will aid the providers and give them the structure to be effective and more efficient to way to eliminate redundancy
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Finally, you need to be proactive and responsive in addressing any issues or concerns that your physicians may have, before they escalate or become reasons for leaving. You need to establish a clear and open channel of communication, where your physicians can express their grievances, complaints, or dissatisfaction without fear of retaliation or judgment. You also need to acknowledge their issues or concerns, empathize with them, and take action to resolve them as soon as possible. Additionally, you need to follow up with them, provide feedback, and monitor the outcomes of your actions.
By following these strategies, you can prevent physician turnover when working with them, and improve your relationship and collaboration with them. This will benefit not only your organization, but also your physicians, your patients, and yourself.
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Dr Els van der Helm
Sleep Neuroscientist | Performance & Leadership Expert | Keynote Speaker | Adjunct Professor | Boardroom Advisor
Poor sleep is a major contributor to physician burnout, and often an overlooked factor when it comes to talent management. Ensure that you support your physicians on the topic of sleep (don't assume they know everything there is to know about it, simply because they're physicians!) and think through policy changes that can support their recovery, whether they work shifts or not.
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