healthcare burnout and - wild apricot · battling burnout . a review. quantify the scope of the...

Healthcare Burnout And How To Treat It

Joy MilkowskiChief Marketing OfficerDataFile Technologies

As Chief Marketing Officer at DataFile, Joy gets the opportunity to speak with busy, focused healthcare leaders every day. The passion and care for others that permeates healthcare can, too often, lead to burnout. Left unchecked, that stress can become a vicious cycle that results in (ironically) health problems, employee turnover and lower patient engagement. Joy feels there is no group of professionals more deserving of having their cup filled and the spirit renewed than healthcare professionals, and she's excited at the opportunity to offer thoughts and strategies for staying healthy in healthcare.

SPEAKING TODAY

REPORT BURNOUT IN HEALTHCARE 1

73%

Chart Title

FELT LESS ENGAGED WITH PATIENTS 2

1/31 MGMA 20182 Medscape 2018

WHAT WE’LL COVER

What burnout looks like in healthcare

The many contributors to burnout

The various effects (and costs) of burnout

How you can measure burnout

What you can do to battle and

ultimately conquer burnout

POSSIBLE CAUSES OF BURNOUT4

Lack of control

Unclear job expectations

Dysfunctional workplace dynamics

Extremes of activity

Lack of social support

Work-life imbalance

Many factors contribute to burnout in healthcare…

Increasing workload, doing more with less

Speed requirements and throughput

Misalignment with personal purpose and mission

Weight of outcomes

Multi-tasking

Technology and applications like EHRs

Policies, procedures and documentation

CAUSES OF HEALTHCARE BURNOUT

ALL TOO OFTEN WE TRY TO MASK BURNOUT

FACES OFBURNOUT

Fatigue“Checking out”Sick daysIrritabilityMistakes/errorsExcusesGossip

WHAT CAUSESBURNOUT?

Too many bureaucratic tasks3 Spending too many hours at work3

Lack of respect from administrators, employers, colleagues or staff3

Increasing computerization ofpractice (EHRs)

Insufficient compensation Lack of control/autonomy

Feeling like just a cog in a wheel Lack of respect from patients

Government regulations Decreasing reimbursements

Emphasis on profits over patients

Maintenance of Certificationrequirements

COMMON CONTRIBUTORS TO BURNOUT

THE EFFECTS OFBURNOUT

THE EFFECTS OF BURNOUT

• Increased turnover• Increased sick days• Decreased productivity• Decreased customer

satisfaction• Increased risk of

mistakes and liability• Increased chance of illicit

activities

IntangibleTangible

• Low morale• Decreased tolerance for

adversity• Lack of respect for

patients and colleagues• Spreading negative

outlook (burnout can spread)

• Reputation damage

Turnover Costs 6-9 Months’ Salary

THE COST OF BURNOUT

Every time a business must replace an employee, it can cost six to nine months’ salary on average.

So, for a position that pays $40,000 a year, an employer could pay anywhere from $20,000 to $30,000 to fill the role.

Source: The Society for Human Resource Management

Businesses spend 16-20% of annual salaries for recruitment and training costs.

Source: The Center for American Progress

16-20% Recruitment Cost

QUANTIFY THE BURNOUT

Maslach Burnout Inventory – Human Services

Survey

DataFile Burnout Quiz

Other free assessment tools

Employee feedback, e.g. 1:1 meetings, surveys

Business measures

QUANTIFY THE BURNOUT

Negative cycle with no end

Patient satisfaction

Staffing & engagement issues

Paperwork backlog & errors

LEADERSHIP BURNOUT"Interestingly, people who are really invested in their work … can be more susceptible to burnout than other people… the higher up you get in an organization, the more isolated you tend to become.”

Dr. David Ballard, American Psychological Association (APA) Center for Organizational Excellence

Score Comment

15-18 No burnout in sight! Nice job.

19-32 You may have a few signs of burnout that may need to be looked at.

33-49Be careful! You may be right on the edge of burnout, especially if you had a few higher numbers.

50-59You’re in significant danger of burnout. You may want to make some changes quickly before things can get worse.

60-75It is highly likely that you have a burnout issue within your office. Do something about this urgently!

BURNOUT QUIZ RESULTS

STRATEGIES FORMANAGING BURNOUT

ALIGN JOB DUTIES WITH PURPOSE & STRENGTHS

GET THE RIGHT PEOPLE IN THE RIGHT ROLES

SOLUTIONS FOR PEOPLE

Increasing workload, doing more with

less

Speed requirements and throughput

Misalignment with personal purpose

and mission

Weight of outcomes

Multi-tasking

Technology and applications like EHRs

Policies, procedures and

documentation

Desire for control

Introvert vs Extrovert

Ability to adapt

Preferred pace

Attention to detail

Need for structure

MANY USE CASES FOR ASSESSMENTS

Pre-screening tool

Hiring decisions

Training & learning styles

Performance coaching & improvement

Solving friction between employees

Management ability

CELEBRATING (& MANAGING) INDIVIDUALS

EVALUATE YOURCULTURE

Employee surveys

Peer reviews

Exit interviews

Patient feedback

Empowering people to participatein your operations makes them more likely to invest positive energy into your culture.

EMPOWER YOURPEOPLE

Advisory group

Brainstorming sessions

Town hall meetings

Change committees

ADDRESS EXCESSIVE

WORK LOADS

MANAGINGWORKLOADS

Add structure/automation wherever possible

Keep a parking lot of ideas

Encourage your team to do a gut check

Get them help where you can

ALWAYS FILLYOUR CUP

BATTLING BURNOUT A REVIEW

Quantify the scope of the burnout

Align your people with their roles and responsibilities

Continually assess your culture

Ask for input and empower your team to help

Address excessive workloads and skill gaps

Prioritize yourself and your energy as a leader

of employees are dealing with stress at work;1 73% of healthcare employees report being burned out;2 56% report bureaucratic tasks like charting and

paperwork are contributing to burnout.3

JUST BECAUSE YOU CAN DOESN’T MEAN YOU SHOULD

Get help with your document filing and records requests, including non-

standard requests like payer chart reviews, subpoenas, etc. – and a lot

more!

Rely on steady support and fast fulfillment

Offload the requestor calls, busywork and inconsistent volumes

Get a standardized process to promote accuracy

Measure results and make adjustments where you need it

Transfer the HIPAA liability

JUST BECAUSE YOU CAN DOESN’T MEAN YOU SHOULD

Get help with your document filing and records requests, including non-

standard requests like payer chart reviews, subpoenas, etc. – and a lot

more!

Rely on steady support and fast fulfillment

Offload the requestor calls, busywork and inconsistent volumes

Get a standardized process to promote accuracy

Measure results and make adjustments where you need it

Transfer the HIPAA liability

CLOSING NOTES

To get a copy of our white paper on burnout, email us: marketing@datafiletechnologies.com

Follow us on social media!Twitter: @ DataFileTechLinkedIn: @DataFileTechnologiesFacebook: @DataFileTechnologies

Get a free cost analysis to see what help really costs compared to dealing with burnout. The savings may surprise you!

SOURCES

1ComPsych, 2017. StressPulse.

2MGMA, 2018. Guarding Against Burnout in Your Practice. https://www.mgma.com/data/data-stories/guarding-against-burnout-in-your-practice

3Peckham, C., 2018. Medscape National Physician Burnout & Depression Reporthttps://www.medscape.com/slideshow/2018lifestyle-burnout-depression-6009235#3

4PMayo Clinic Staff, 2018. Job burnout: How to spot it and take actionhttps://www.mayoclinic.org/healthy-lifestyle/adult-health/in-depth/burnout/art-20046642

HIM SOLUTIONSRECORDS RELEASE

FORMS COMPLETION

DOCUMENT FILING

PROFESSIONAL SERVICES

Focus on your patients. We’ll do the rest!

People-powered technology

Leverage automation and get

human follow-up where you

need it

Dedicated

Proactive

Aligned to your workflows

Timely

Bundle with our full suite of

HIM services

DATAFILE TECHNOLOGIESLEVERAGES THE BEST OF BOTH WORLDS

Expertise in EHR technology

HOW DATAFILE ALLEVIATES BURDEN AND COSTOF MANUAL ADMIN TASKS

Standardizing processes across all staff

Training ongoingefficiencies into staff