PHYSICIAN WELLNESS AND ENGAGEMENT POTENTIAL SOLUTIONS FOR AN - - PowerPoint PPT Presentation

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PHYSICIAN WELLNESS AND ENGAGEMENT POTENTIAL SOLUTIONS FOR AN - - PowerPoint PPT Presentation

Oct 31, 2022 204 likes •482 views

PHYSICIAN WELLNESS AND ENGAGEMENT POTENTIAL SOLUTIONS FOR AN ORGANIZATIONAL CHALLENGE DEFINITION OF BURNOUT A work-related syndrome involving emotional exhaustion, depersonalization and a sense of reduced personal accomplishment The

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PHYSICIAN WELLNESS AND ENGAGEMENT

POTENTIAL SOLUTIONS FOR AN ORGANIZATIONAL CHALLENGE

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DEFINITION OF BURNOUT

  • A work-related syndrome involving emotional exhaustion, depersonalization and a sense of reduced

personal accomplishment

  • The result of chronic stress associated with emotionally intense work demands for which resources are

inadequate

  • Different than fatigue, occupational stress, depression or job dissatisfaction
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RISK FACTORS: GOVERNMENTAL/NATIONAL

  • Inefficient work processes/environments (ANY task that does NOT maximize the time physicians spend

working at the top of their licenses)

  • Meaning in work
  • Specialty
  • Payment models
  • Reimbursement structure
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RISK FACTORS: ORGANIZATIONAL

  • Productivity targets/expectations
  • Compensation models
  • Organizational work flows
  • Leadership behaviors
  • Work hours/part-time opportunities
  • Limited interprofessional collaboration
  • Limited advancement opportunities
  • Time off
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RISK FACTORS: INDIVIDUAL

  • Recent graduate
  • Work/home conflicts
  • Personal health and self-care
  • Female
  • Family demands/discord
  • Values interface
  • Meaning in both work/home
  • Ability to delegate/say no
  • Challenges with staying organized
  • Work expectations (productivity + work list)
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IT’S ABOUT BALANCE

Deconstructing Burnout to Define a Positive Path Forward

Thomas H. Lee, MD; Deirdre E. Mylod, PhD

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PLEASE JOIN OUR POLL

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MEASURE IT

  • Maslach Burnout inventory
  • Oldenburg
  • Mini-Z
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CONCEPTUAL FRAMEWORKS

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Drivers Individual Factors Work Unit Factors Organizational Factors National Factors Workload/Job demands Efficiency/resources Meaning in work Culture/Values Control/Flexibility Social support Work Life Integration

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The American Journal of Medicine, Vol 132, No 5, May 2019

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ASK YOUR CLINICIANS WHAT IS PREVENTING THEM FROM PROVIDING HIGH QUALITY HEALTH CARE

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DRIVERS AND SOLUTIONS

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DRIVERS AND SOLUTIONS

  • EHR
  • Physician trainers
  • Physician builders
  • EHR optimization
  • In-basket restructuring
  • Developing ways to identify providers who may

benefit from early intervention.

  • Addition of bells and whistles
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DRIVERS AND SOLUTIONS

  • Self care/self awareness
  • Work inefficiencies/autonomy
  • Excessive workload
  • Encourage members of your organization to

develop a wellness plan

  • Allow providers to implement department level

processes that will improve their environment

  • Understand EVERYTHING that is involved in

being able to get the work done

  • Consider the overall impact (“Cobra Effect”)
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LEADERSHIP EFFECTIVENESS SCORE

  • Leaders are graded on a 5 point Likert scale
  • n each of the following questions:
  • Holds career development conversations with me
  • Inspires me to do my best
  • Empowers me to do my job
  • Interested in my opinion
  • Encourages me to suggest ideas for improvement
  • Treats me with respect and dignity
  • Provides helpful feedback and coaches me on my

performance

  • Recognizes me for a job well done
  • Keeps me informed about changes coming
  • Encourages me to develop my talent and skills
  • Overall, I would recommend my supervisor
  • Overall I am satisfied with my supervisor
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OTHER SOLUTIONS

  • Holding both clinical staff and administrative staff

to the same goals

  • GROSS
  • Include clinician well-being as a metric
  • Wellness day
  • Team based care
  • Behavioral health integration into primary care
  • ffices
  • Health coaches/dieticians
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OTHER SOLUTIONS

  • Creating a culture of gratitude and kindness
  • Time banks
  • Concierge services
  • Education series
  • Cultivating community @ work
  • No production based compensation
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DEVELOP MEASURES

  • Clinician wellness as a health system metric
  • Quantify the work that has to be done and how onerous it is
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FINAL NOTES

  • This list/presentation is not exhaustive
  • Organizational efforts to improve practice environments should accompany any personal well-being

interventions

  • The organizational culture will make some things easier or harder to accomplish
  • The culture of your organization is very important
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REFERENCES AND RESOURCES

  • Beyond Burnout: A Physician Wellness Hierarchy Designed to Prioritize Interventions at the Systems Level; Am J Med

May 2019, vol 132, Issue 5, p556-563

  • Executive Leadership and Physician Well-being: Nine Organizational Strategies to Promote Engagement and Reduce

Burnout; Mayo Clinic Proceedings, Vol 92, Issue 1, Jan 2017, p129-146

  • Physician burnout: contributors, consequences and solutions, Journal of Internal Medicine; March 2018, Vol 283, Issue

6, p516-529

  • Building a Program on Well-Being: Key Design Considerations to Meet the Unique Needs of Each Organization;

Academic Medicine; Feb 2019, Vol 94, Issue 2, p156-161

  • Clinician Well-Being Knowledge Hub: https://nam.edu/clinicianwellbeing/
  • Video: Creating a Manageable Cockpit For Clinicians – A Shared Responsibility https://www.medicine.wisc.edu/video-

recording/creating-manageable-cockpit-clinicians-shared-responsibility