< Healthcare Industry Insights Archives - Jackson Physician Search

The True Cost of Physician Vacancies

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This article is the first in a series of content that reflects upon the findings in a recent white paper published by Tony Stajduhar, President, of Jackson Physician Search, titled Physician Recruitment: The Costs to Hire and Return on Investment.

According to a 2018 Association of Physician Recruiters’ (ASPR) survey, 40% of physician vacancies in 2017 went unfilled.  The largest number of hiring searches were for family medicine, hospital medicine, internal medicine, neurology, and urgent care.  With these shortages in mind, it is even more concerning when you realize that by 2020, almost 33% of active physicians will be 65 years of age and older.  If you are struggling with filling physician vacancies, check out our Guide to Physician Recruitment.  But first, let’s examine the true cost of physician vacancies.

Loss of Revenue 

The first and most obvious cost of a physician vacancy is the loss of revenue. For example, a Gastroenterologist generates almost $2 million in gross charges, while an Orthopedic Surgeon can generate almost $1.8 million in charges. Annualizing these numbers show that a hospital or medical group can lose between $150,000 and $170,000 per month for specialist vacancies.

Patient Migration 

Not as clearly defined, but just as critical are the numbers of patients that are lost while there is a vacancy. If a physician leaves, there is the danger of losing all of the patients that were already loyal to that doctor, especially if there is not a viable alternative already on staff. Hospitals and groups also lose out on referrals and the peripheral losses of not having a flow of patient to doctor and doctor to doctor referrals.

Market Share 

When vacancies are unfilled, that doesn’t mean that patients needing services halt until the position is filled. Anytime patients are forced to seek specific services elsewhere, your competitor is reaping the benefit. Once a competitor has an opportunity to develop a relationship with someone who was once loyal to your facility, the opportunity to recover them as a client diminishes exponentially.

Longer Time to Fill = More Costs

Different specialties have a wide variation in the typical time to fill. Bearing in mind the monetary losses and the ancillary losses the length of time your vacancy goes unfilled is critical. The ASPR reports that a family medicine vacancy is typically open 4.3 months, while a surgical vacancy can be open for 10 months or more based on the specialty and the location.

 

It is clear that the demand for physicians, coupled with a dwindling supply is not going away anytime soon. As physician vacancies continue to go unfilled and healthcare organizations struggle to manage the costs, the industry as a whole will be in a perpetual state of “all hands on deck” until the physician pipeline is stable once again.

If your organization is all too familiar with the costs associated with lingering physician vacancies, check out our report on How to Create Growth and ROI through Recruitment and Retention.

Physician Hiring Outlook
Create a Cultural Blueprint for Successful Physician Recruitment

2019 Outlook for Hiring Physicians

For several years, reports of the ongoing physician shortage have dominated the headlines.  To give healthcare leaders the comprehensive information they need to invest and adjust to the physician shortage…

How to Create a Cultural Blueprint for Successful Physician Recruitment

Culture is defined as “values, beliefs, attitudes, and behaviors that employees share and exhibit on a daily basis in their work and in the community”. And, lack of cultural fit is among the top reasons…

Need Help Recruiting Physicians?

Click the Get Started button if you’re ready to speak with one of our physician recruitment experts.

[White Paper] Issues Affecting FQHCs: What will it take for Federally Qualified Health Centers to survive in today’s healthcare physician recruiting climate?

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Physician vacancies are affecting the majority of health centers across the country. This paper examines some of the recruitment and retention challenges that Federally Qualified Health Centers are facing and how to overcome them. Feel free to download and share.

Jackson Physician Search Issues Affecting FQHCs White Paper

 

Issues Affecting FQHCs

What will it take for Federally Qualified Health Centers to survive in today’s healthcare physician recruiting climate?

Jackson Physician Search in Partnership with CommonWealth Purchasing Group

A vast majority of all health centers are reporting a clinical and physician vacancy. Over the years, health centers have evolved to provide much more than primary care services in their community, but we are entering a critical time, and the shortage of physicians and clinicians overall is set to make a massive impact in the world of Community Health.

This paper examines some of the challenges that centers are facing today regarding recruitment and retention. Staffing shortages and difficulty in attracting physicians are overcome through a proactive and strategic approach to recruitment. Today, two of the top challenges are the shrinking candidate supply and changing compensation trends.

Neither of these issues are insurmountable, but they are a driving force in changing the community and rural health center model.

You can save and read the rest of this white paper by clicking the download button below.

 

Jackson Physician Search Physician Recruitment ROI White Paper
Social Media for Physician Recruitment

[White Paper] Physician Recruitment: The Cost to Hire and Return on Investment

President and CEO of Jackson Physician Search, Tony Stajduhar, gives insight into how vacancies and recruiting can quickly become costly. If you’re looking to optimize your ROI when it…

[White Paper] Physician Workforce through 2030: Social Media for Physician Recruitment

Download our White Paper covering Social Media for Physician Recruitment for insight into how physicians use social media and how hospital and healthcare leaders and recruiters can use…

Need Help Recruiting Physicians?

Click the Get Started button if you’re ready to speak with one of our physician recruitment experts.

[White Paper] Physician Recruitment: The Cost to Hire and Return on Investment

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President of Jackson Physician Search, Tony Stajduhar, gives insight into how vacancies and recruiting can quickly become costly. If you’re looking to reduce your cost to hire and optimize your return on investment when it comes to physician recruitment, this white paper is for you.

Jackson Physician Search Physician Recruitment The Cost to Hire and Return on Investment
Cultural Blueprint for Successful Physician Recruitment
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Focus on Fit: A Cultural Blueprint for Successful Physician Recruitment

This presentation, given by our President at the 2018 MGMA Annual Meeting, explains why cultural fit is so important and how to create a physician recruitment blueprint that focuses on fit.

Utilizing Metrics and KPIs for More Successful Recruiting

Healthcare is an outcomes-driven industry. However, many organizations lack a structured method and accountability for measuring…

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Click the Get Started button if you’re ready to speak with one of our physician recruitment experts.

2019 Outlook for Hiring Physicians

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For several years, reports of the ongoing physician shortage have dominated the headlines.  To give healthcare leaders the comprehensive information they need to invest and adjust to the physician shortage, the Association of American Medical Colleges (AAMC) began publishing physician supply and demand reports in 2015.  The most recent update projects an even greater shortfall between supply and demand than previously forecasted.

By the Numbers – According to the AAMC, the total physician shortfall will be between 42,600 and a staggering 121,300 by the year 2030. Primary care shortages are projected up to 49,300 and non-primary care specialties up to 72,000 physicians. Oncology and Surgery are projected to be among the hardest hit specialties. The data shows that new cancer cases are likely to increase by 42% by 2025, while the number of oncologists is expected to grow by only 28%. This exacerbates the current shortage, as more than 70% of U.S. counties already have no medical oncologists. General surgery is facing a shortfall of almost 21,400 qualified surgeons over the next 5 years.

Contributing Factors – A combination of factors are creating this perfect storm which makes recruiting and retaining physicians more challenging than ever:

  • Demographics – The growing shortage is primarily due to an uncontrollable factor: demographics. America is aging, physicians included. By 2030, the number of Americans over age 65 is projected to grow by 50%, consuming healthcare at a higher rate as they age. At the same time, more than one-third of all currently active physicians will be 65 or older within the next decade.
  • Education/Residency Disconnect – Medical schools have been increasing their class sizes, but the number of residency slots have not increased commensurately to keep up with demand.
  • Working Fewer Hours – The trend toward physicians working fewer hours per week is reducing the FTE physician supply. AAMC’s updated report reflects new data showing declines in physician working hours across all age groups, not just millennials.
  • Burnout – According to the 2018 Future of Healthcare Report, 7 out of 10 physicians are unwilling to recommend healthcare as a profession because they are disheartened by changes to the practice of medicine. As many as 78% of physicians experience feelings of burnout associated with paperwork overload, frustration with Electronic Health Records (EHR) and challenges to their clinical autonomy by administrators.
  • Regulatory Burdens – A full 86% of respondents to the Medical Group Management Association 2018 survey reported an increase in regulatory burdens that impact the time they can spend with patients. More than half (54%) said that administrative overload is contributing to their likelihood of retirement within five years.

Looking Ahead – Workforce trends are important to understand for planning yet largely outside your control. But, you can improve the outlook for hiring in 2019 and beyond by focusing on factors you can influence within your organization and community.

  1. Create environments that physicians want to work in. Workplace culture will continue to be a dominant factor in attracting physicians to open positions. Your most important role as a leader is to proactively nurture a healthy cultural environment to support success in hiring and retaining physicians.
  2. Promote patient care over paperwork. Increase the utilization of clinical scribes to increase the quality and quantity of time physicians spend with patients. Also, ensure that EHR workflows are not impacting patient care.
  3. Strive for physician work/life balance. If you do not actively help physicians avoid burnout, you will continually fight turnover rates, retention deficits and prolonged vacancies. Physician assistants and nurse practitioners can ease the burden on doctors, allowing them time to pursue personal activities, research opportunities, and professional development.
  4. Embrace technology solutions. Telemedicine solutions can ease demands on over-extended physicians. Encourage patients to seek out telehealth alternatives to ease overcrowded schedules and increase the efficiency of routine office visits.
  5. Influence legislative reforms. Well-intentioned legislation often carries negative consequences on the practice of medicine.  Seek out opportunities to play a larger role in educating policy-makers about the impact of their actions on physicians and patient care.

For information about how Jackson Physician Search can help you develop attract and retain the qualified clinicians you need, contact one of our industry experts today.

Meeting Urban Recruitment Challenges

The Challenges of Urban Physician Recruitment

While the expansion of community-based facilities is a welcome development for inner cities and rural settings where most are located, it is not without challenges.  The National Association of Community Health Cent…

Recruit Physician to Rural Communities

Successfully Recruit Physicians to Rural Communities

It’s challenging to successfully recruit physicians and even harder for rural communities. Let’s look at the current state of physician recruitment, address some of the challenges rural communities fa…

Need Help Recruiting Physicians?

Click the Get Started button if you’re ready to speak with one of our physician recruitment experts.

Five Reasons Why Doctors Search For a New Job

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If you pay any attention at all to the stock market or financial news, you already know that the economy is booming and the outlook for jobs is better than it has been in decades.  The same can be said for physicians, as the healthcare industry is grappling with filling open positions around the country.  If you are a physician who has not been considering finding a new job, maybe now is the right time to start looking for a new place to practice.  Let’s take a look at five reasons why Doctors search for a new job to see if any of them apply to your situation.

Experiencing feelings of burnout.

At least 50% of all doctors report feelings of burnout, with some specialties like critical care and emergency medicine slightly higher.  If you are one of those physicians experiencing burnout without a solution or help from the administration on the horizon, now is the time to explore making changes.  Burnout doesn’t just get better by itself. Instead, it takes making changes in your life, or organizational changes to alleviate some of the stressors, or finding a new job that already has processes in place to help physicians avoid burnout.

Feeling a sense of complacency.

You probably didn’t choose to practice medicine because you wanted to “punch a clock.” If you are like most, you were drawn to the excitement of medicine.  Studying different ways to treat illnesses and ailments, and digging into the science of medicine was the attraction.  If you have found that your excitement and passion is waning, and you are simply going through the motions, you have become complacent.  Finding a new job may be just the cure for your “punching the clock” blues.  A new location, new management, new ideas, even new patients can help you inject just enough discomfort into your routine to make your job fun again.

You need to keep learning and growing.

Similar to the complacency rut, when you became a physician, you went to school for a long time.  It was worth it because you knew that in the end, you would have a career and a sense of accomplishment. No matter what career people choose, most of us want to continue to grow personally and professionally.  If you are in a position that is not affording you the opportunity to grow, do research, even practice abroad occasionally, then it might be time to find an employer who wants those things for you.

Not fitting in anymore.

Workplace culture has been a focal point for successful companies for a very long time.  Not surprisingly, the healthcare industry has been behind the curve on understanding the importance of how important culture and fit is for attracting and retaining the best talent.  In healthcare, we have all read about and even experienced the rash of mergers and acquisitions that the industry is experiencing.  These developments are not always good for workplace culture.  When new leadership comes in, often times the culture and communication changes and leads to good people seeking new environs.

Work and life are out of balance.

We all want balance in our life.  As a physician, you know there will be some late nights or the occasional disruption to your social calendar, but you also probably want to have some control over it. Predictable hours, minimal call schedules (if any), and untouchable vacation and personal time should be on your short list to ensure that you can achieve the work/life balance that is so critical to being at your best.  Achieving that is no longer a pipe dream. Hospitals and health systems know that they no longer have the upper hand in physician recruitment and have been much more willing to offer attractive incentives to physician candidates.

Jackson Physician Search has the national reach and healthcare industry experience to help you find your perfect job.  To find out what we can do for your career, contact one of our recruitment professionals today.

Physician-Practice-Like-a-Vacation-1024x536

How to Make Your Next Physician Practice Feel like a Vacation

If that headline grabbed your attention, it’s likely that you are either on vacation or wish you were! By definition, vacation is the time you spend on travel or recreation – away from work. So, ho…

Physician Job Search

Keeping up with the Dr. Joneses… and Other Ways to Sabotage Your Physician Job Search

As an in-demand physician, the chances are pretty good that you have plenty of opportunities to consider when and if you are in the market for a new practice opportunity.  There is much more to th…

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Click the Search Jobs button to browse our current openings.

Lifting the Regulatory Burden on Physicians

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The regulatory burden on physicians and others on the front lines of healthcare is intensifying. A new, comprehensive study echoes growing frustration with the amount of time providers spend pushing paper rather than treating patients.

According to the Medical Group Management Association’s 2018 Survey, an overwhelming 86% of respondents reported an increase in regulatory burden over the past 12 months. An even larger percentage (94%) said a reduction in regulatory burden would allow more resources to be allocated toward patient care.

The MGMA report is further evidence that regulatory overload has been mounting. Previously, the 2016 Jackson Healthcare Physician Trends Survey, revealed that 60% of physicians reported more administrative work under the Affordable Care Act, resulting in less time with patients. Medscape has reported that 57% of physicians spend more than 10 hours per week on paperwork, and numerous studies have found that administrative work contributes to physician stress and burnout.

This burden comes with a cost. An analysis by the American Hospital Association shows that providers spend nearly $39 billion a year solely on administrative activities related to regulatory compliance. An average-sized hospital dedicates 59 full-time equivalents (FTEs) to regulatory compliance. one-quarter of those employees are physicians, nurses and other health professionals who would otherwise be caring for patients.

Impact on Physicians in the Future

The administrative overload makes the challenge of recruiting and retaining physicians more daunting. According to a recent survey, regulations are among the top causes of physician burnout. And, 54% said increased administrative burden contributes to the changes in healthcare that are likely to lead them to retire over the next five years. Seven out of 10 are unwilling to recommend healthcare as a profession, adding to the concerns of young people about entering medicine.

What You Can Do to Lessen the Overload

Here are the steps you can take to counteract trends that may prompt physicians to choose early retirement or cause young people to avoid medicine because of concerns that paperwork will impact work/life balance or detract from patient care:

However, there are steps you can take to counteract these trends:

  • Embrace the role of physician assistants and nurse practitioners in your practices.
  • Implement telemedicine solutions to reach more patients more efficiently
  • Utilize clinical scribes to facilitate documentation, while the provider focuses on the patient
  • Evaluate your electronic health record systems to ensure they are compatible with workflow
  • Guard against burnout by making work/life balance a reality and offering interventions, as needed
  • Educate elected officials about the impact on patients, healthcare workers and the community

Use your Voice and Vote

With healthcare representing the largest economic driver in many communities, administrators and trustees have access to their congressional representatives and the responsibility to place the issue of regulatory relief on the top of their agendas.

As voters, everyone – administrators, providers, staff and patients – can make our voices heard at the ballot box. Take an opportunity to examine your congressional representatives’ position on these issues and support those who understand the severity of the burden and act on regulatory relief.

While the wheels of government turn slowly, it is important to listen to physicians and other providers and manage those things under you control. Understanding their daily experience and frustrations will lead to solutions that maximize patient care time, ensure they are doing work “at the top of their license,” and encourage committed individuals to choose – and stay in – medicine as the satisfying profession it is meant to be.

Contact us to explore how you can position your organization to find and keep physicians in a satisfying practice.

 

Put the Flame Out on Physician Burnout
Balancing Compensation and Culture

Put the Flame Out on Physician Burnout

Summer is in full swing with backyard barbecues, kids splashing in the pool, and friends and family are gathered around the yard chatting about last night’s little league…

Balancing Compensation and Culture for the Right Fit

Balancing Compensation and Culture for the Right Fit is a look into compensation trends, quality of practice, quality of life, practice location, and how they contribute to culture…

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Click the Get Started button if you’re ready to speak with one of our physician recruitment experts.

The Challenges of Urban Physician Recruitment

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While the expansion of community-based facilities is a welcome development for inner cities and rural settings where most are located, it is not without challenges.  The National Association of Community Health Centers (NACHC) reports that 95% of health centers have a clinical vacancy and 70% are reporting a physician vacancy.  These trends are even more concerning when you consider that by the year 2020, CHC’s are expected to be managing the care of 35 million patients. Unfortunately, this is becoming the new reality for community health centers, and it is forcing administrators to rethink the FQHC model and adapt to become more competitive in recruitment and retention.

In the past, community health centers could utilize desirable work schedules and quality of life incentives to attract physicians to practice there. Typically, CHC’s would offer attractive schedules, little to no call, better work/life balance and other similar enticements.  Whether it was the slower pace of a quiet rural community or a consistent 9 to 5 schedule in an urban setting, physicians would often forgo some salary in exchange for quality of life.  Today, physician recruitment and retention is so competitive, that CHC’s no longer have exclusivity with convenient work schedules, limited call, and other attractive incentives.  Large hospitals and major health systems have the financial resources to not only offer salary incentives, but student loan forgiveness, favorable work schedules, and so much more that smaller CHCs cannot compete against.

All of these developments are increasingly putting more and more pressure on CHC administrators to adapt.  Many health centers are expanding partnerships and residency programs with local universities to introduce graduating physicians to their systems and potentially attract them to stay on after graduation. Another strategy has been to become even more creative in making work schedules as flexible as possible, including generous leave packages, allowing physicians to focus on limited types of preferred services, part-time work, and more. These types of creative solutions are made possible through the increased use of nurse practitioners.

Another advantage that community health centers may have over large systems is a close-knit sense of family and teamwork.  By promoting the values and culture of the CHC, administrators are able to attract like-minded physician candidates. CHC’s are rebranding their organizations, enhancing their social media messaging and online presence, and ensuring that candidates are a good fit culturally and have similar values to the organization.

There is no magic solution to physician recruitment for small urban and rural community health centers.  It takes a combination of best practices to ensure that not only are the right candidates aware of vacancies but that no stone is left unturned in their pursuit.  This includes having a network of relationships throughout the community acting as an extension of your recruitment team. Whether it is to learn about family members who may be pursuing a career in healthcare, or currently practicing clinicians who may want to return home to be closer to family and friends, the local network is a goldmine for information.

Jackson Physician Search has the expertise and nationwide reach to help solve even the most challenging physician and advanced practice recruiting situations. To find out more, contact a recruitment professional today.

 

reviewing the physician recruitment checklist
Physician Recruitment Guide: How to Execute Physician Site Visits

Community Health Center Physician Recruitment Checklist

The growing demand for affordable primary care, especially among underserved patient populations, has fueled the need for innovative solutions to the most pressing health care issues…

[Recruitment Guide] How to Expertly Execute Physician Site Visits

Part 2 of our Guide to Physician Recruitment focuses on site visits. How you execute a physician site visit has a huge impact on the decision of your candidate. This recruitment guide…

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Click the Get Started button if you’re ready to speak with one of our physician recruitment experts.

Focus on Fit: A Cultural Blueprint for Successful Physician Recruitment

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This presentation, given by our President at the 2018 MGMA Annual Meeting, explains why cultural fit is so important and how to create a physician recruitment blueprint that focuses on fit.

Focus on Fit A Cultural Blueprint for Successful Physician Recruitment

Focus on Fit: A Cultural Blueprint for Successful Physician Recruitment

Learning Objectives

  • Analyze the motivations and personal needs of physicians, advanced providers and their families
  • Outline a blueprint for a sustainable culture that accelerates recruitment and fosters retention
  • Differentiate their organization in the best marketplace through recognition as a best place to work

Presentation

  • Culture: What and Why?
  • Examples
  • How To’s

Pathway to Culture as a Competitive Advantage

Align-Assess-Design-Evolve-Sustain

  1. Apply for Certification as a Great Place to Work
  2. Survey Employees – Get Results
  3. Interpret Results – Tie quantitative business results to outcomes
  4. Share Results with Leaders – Set up an Executive Insights Session to help your leaders understand results and align around next steps
  5. Reflect & Respond to Employees – Execute a communication plan that builds trust
  6. Confirm Focus Areas – Collect additional insight through focus groups, interviews, or a customized full census or pulse survey
  7. Take Action – Design a support and accountability plan to drive change

 Evaluating Best Workplaces

For All – A great workplace for everyone regardless of who you are or what you do in your company.

Innovation – A culture that enables a company to continuously improve, adapt quickly, and generate game-changing opportunities.

Executive Team Effectiveness – A high functioning executive leadership team that inspires followership and strategic cohesion at every level of the business.

 

Physician Recruitment Success
Create a Cultural Blueprint for Successful Physician Recruitment

Three Smart Moves for Physician Recruitment Success

In a competitive physician recruitment environment, how do some organizations consistently outperform all others? Learn how to recruit faster, more efficiently, and at less cost with…

How to Create a Cultural Blueprint for Successful Physician Recruitment

Culture is defined as “values, beliefs, attitudes, and behaviors that employees share and exhibit on a daily basis in their work and in the community”. And, lack of cultural fit is among the top reasons…

Need Help Recruiting Physicians?

Click the Get Started button if you’re ready to speak with one of our physician recruitment experts.

Culture and Physician Retention

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Imagine a workplace where medical professionals at all levels are highly respectful.

Too many hospitals today are losing valued physicians due to toxic environments. A recent study estimates that “for hospital medicine, the overall cost of turnover is probably at least $400,000 per provider and could easily be $600,000 or more”.

The relationship between culture and physician retention is straightforward. Making a smart hiring decision is just the beginning. Once a physician is recruited, onboarded and in place, the challenge to keep them begins.

Jackson Physician Search did a study in 2016 (The Engagement Gap) revealing a significant difference in how executives and physicians rated their workplace culture.

One example of a gap between physicians and executives revealed their attitudes when asked their level of agreement with the following item:

“Always treats physicians with respect”

  • 48% of physicians agreed
  • 78% of executives agreed

Conflict and communication breakdowns are inevitable.

 

Toxic cultures

What exactly is a toxic culture? Based on my research working with physicians, physician executives, hospital executives, and support teams, toxic cultures often include:

  • Punitive, old-school leadership
  • People are judged quickly, labeled and “singled out”
  • Factions/cliques are strong and you see “in-groups” versus “out-groups”
  • Strong, long-held beliefs about “right and wrong” regarding how physicians should manage patients and nurse practitioners
  • Senior-level physicians or leaders prone to outbursts, yelling, profanity, name-calling and throwing things, creating an intimidating environment
  • Ineffective leadership skills at the highest levels (poor management skills)
  • Unclear vision and performance expectations
  • Low-trust issues; gossip is rampant
  • Power struggles

I’ve observed cultures first hand through my consulting and executive coaching. I’ve conducted 360 leader assessments, including verbal interviews with bosses, peers and direct reports of executives/physicians in healthcare organizations.

I’ve also conducted culture assessments and gained an in-depth look at the inner workings of how things get done behind the scenes.

 

Culture Assessment

Few organizations stop to assess their culture. The cost of ignoring a toxic culture is devastating in terms of turnover, morale and profitability. Patient care also suffers as a result.

Where do you begin to measure your organization’s culture?

Finding a valid and reliable assessment tool is the first step. I prefer an assessment tool called “LEA Culture Survey” from MRG. The result of the assessment is a report that paints a clear picture of “what it’s like to work here”. Leaders shape the culture. They determine what gets noticed, rewarded . . . and in many cases what gets ignored or even punished.

I facilitate the culture assessment process using the following 10 steps:

  1. Identify a sponsor and/or culture project team
  2. Identify critical leadership practices for achieving the mission
  3. Select the best culture assessment (online preferred)
  4. Communicate to all what’s coming and how they’ll be involved
  5. Administer online culture assessment
  6. Preview results with culture project team
  7. Plan roll-out of results to all; hold group feedback sessions
  8. Explain next steps and form action teams
  9. Close the gaps to reach top workplace benchmarks
  10. Re-survey in 12 – 18 months

Invest in your most valuable resource—your people. Rather than guess at what it’s like to work in your organization—measure it. Help shape the culture that helps you achieve your mission.

 

Kathy Cooperman is President and Founder of KC Leadership Consulting, LLC. She specializes in Leadership Development through executive coaching, consulting and facilitation. Her passion is helping organizations accelerate excellence in their leaders—engaging everyone to work together to achieve the business strategy while applying the core principals of Positive Psychology.

 

Successful Culture Assessment
Physician Recruiter Consulting with Physician Hiring Manager

[Infographic Guide] 10 Steps for a Successful Culture Assessment

A good company culture can be the difference between recruiting and keeping the best healthcare professionals and a constant recruiting struggle. This infographic guide outlines the 10…

Hiring Physicians That Fit, Succeed, and Stay

As competition to fill physician vacancies escalates, the leaders of healthcare systems, hospitals, and clinics feel a growing sense of urgency to “just find the docs” to fill…

Need Help Recruiting Physicians?

Click the Get Started button if you’re ready to speak with one of our physician recruitment experts.

Focus On Culture To Build the Perfect Team

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Are you having staffing issues and problems with turnover?  Does the cost of constantly recruiting physicians get brought up at every meeting?  If either of these situations sound familiar, your organization might have a culture problem. There is a growing amount of discussion regarding culture and fit, and how physicians today are placing more emphasis on finding a workplace that is aligned with their values.  The working professional’s website, LinkedIn, sponsored research into the role culture and fit play in workplace satisfaction and retention.

Do you know what is most important to your physician team?  If you are operating under dated assumptions, you would probably say it’s all about the money.  In today’s healthcare environment, physicians who are unhappy with their current situation have ample opportunities to move on and find a position with more control over their work/life balance and an environment that is consistent with their values. According to LinkedIn, 70% of professionals today would not work at a leading organization if it meant tolerating a bad workplace culture. If you think you can buy their happiness and loyalty, think again. An impressive 65% of survey respondents are willing to put up with lower pay if it means they can work in a better environment.

As you already know, physicians are suffering from burnout in record numbers. To stem the churn, administrators need to gain a better understanding of what type of culture exists currently, and what they envision for the future.  A good place to start is by reviewing a study conducted by Jackson Physician Search, The Engagement Gap. The results indicate a vast difference between what physicians believe about the workplace and what the executives believe. For example, less than 50% of physicians believe they are being treated fairly, while almost 70% of executives believe that their doctors are treated fairly.  In that same vein, only 48% of physicians feel they are always treated with respect, while 78% of executives feel that physicians are treated respectfully.  One area where doctors and administrators agree is that the majority of both groups admit that communication needs to be improved.

Once the culture and types of behaviors needed to support and foster a better work environment are understood, leadership must clearly communicate the message throughout the organization via words AND actions. None of this happens overnight in any workplace, but over time, tangible results are visible through improved performance, stronger physician engagement, and more successful recruitment and retention.

For more information about how Jackson Physician Search can help you find and retain qualified physicians and advanced practice professionals that fit within your culture and values, contact one of our experienced healthcare recruitment professionals today.

 

Create a Cultural Blueprint for Successful Physician Recruitment
Differentiators to Recruit Physicians

How to Create a Cultural Blueprint for Successful Physician Recruitment

Culture is defined as “values, beliefs, attitudes, and behaviors that employees share and exhibit on a daily basis in their work and in the community”. And, lack of cultural fit is among the top reasons…

Discover Your Differentiators to Recruit Physicians

In today’s ultra-competitive environment for recruiting and retaining physicians, many hospitals and healthcare systems have slowly come to the realization that it is about more than…

Need Help Recruiting Physicians?

Click the Get Started button if you’re ready to speak with one of our physician recruitment experts.