Healthcare Burnout And How To Treat It SPEAKING TODAY Joy - - PowerPoint PPT Presentation

Healthcare Burnout And How To Treat It

Joy Milkowski

Chief Marketing Officer DataFile 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

1/3

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 OF BURNOUT

Fatigue “Checking out” Sick days Irritability Mistakes/errors Excuses Gossip

WHAT CAUSES

BURNOUT?

Too many bureaucratic tasks3 Spending too many hours at work3 Lack of respect from administrators, employers, colleagues or staff3 Increasing computerization of practice (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 Certification requirements

COMMON CONTRIBUTORS TO BURNOUT

THE EFFECTS OF BURNOUT

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

Intangible Tangible

• Low morale
• Decreased tolerance for

adversity

• Lack of respect for

patients and colleagues

• Spreading negative
• utlook (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

• rganization, 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. 33-49 Be careful! You may be right on the edge of burnout, especially if you had a few higher numbers. 50-59 You’re in significant danger of burnout. You may want to make some changes quickly before things can get worse. 60-75 It is highly likely that you have a burnout issue within your office. Do something about this urgently!

BURNOUT QUIZ RESULTS

STRATEGIES FOR MANAGING 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 YOUR CULTURE

Employee surveys Peer reviews Exit interviews Patient feedback

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

EMPOWER YOUR PEOPLE

Advisory group Brainstorming sessions Town hall meetings Change committees

ADDRESS EXCESSIVE WORK LOADS

MANAGING WORKLOADS

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 FILL YOUR 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

• f 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: @ DataFileTech LinkedIn: @DataFileTechnologies Facebook: @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 Report

https://www.medscape.com/slideshow/2018lifestyle-burnout-depression-6009235#3

4PMayo Clinic Staff, 2018. Job burnout: How to spot it and take action

https://www.mayoclinic.org/healthy-lifestyle/adult-health/in-depth/burnout/art-20046642

HIM SOLUTIONS

RECORDS 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 TECHNOLOGIES LEVERAGES THE BEST OF BOTH WORLDS

Expertise in EHR HR technology

HOW DATAFILE ALLEVIATES BURDEN AND COST OF MANUAL ADMIN TASKS

Standardizing processes across all staff Training ongoing efficiencies into staff