Avoiding Physician Burnout and Retaining Valuable Staff
8 Minute ReadHello, valued readers!
Welcome to the Cinnamon Hill Partners blog! This is a space dedicated to healthcare organization owners and operators. Today, we will be addressing a critical issue in healthcare management: avoiding physician burnout and retaining your most valuable staff. Burnout is an issue I have witnessed firsthand while playing Division One football and logging 70-80 hour weeks during my first job in finance. It is one thing to experience exhaustion during a long sports season or a busy season of a finance job, but it is another issue entirely when your career as a physician revolves around caring for others.
Physician burnout is not just a local issue, but a significant global challenge affecting healthcare professionals worldwide. A survey of 10,000 physicians conducted in 2023 indicates that nearly 50% of physicians, regardless of their location, experience burnout characterized by emotional exhaustion, depersonalization, and a reduced sense of personal accomplishment. [1] This not only impacts the well-being of healthcare providers but also affects patient care quality and organizational financial sustainability on a massive scale. Indeed, an organization that implements the strategies mentioned in this blog has a much greater chance of providing better care while buttressing its financial viability.
The Cost of Burnout
To put it simply, burnout negatively impacts patient care. Studies have shown a relationship between physician burnout and medical errors. A one-point increase in emotional exhaustion or depersonalization on burnout assessments is associated with a 5-11% increase in the likelihood of medical errors. [2] Additionally, burnout can lead to suboptimal patient care, including a decreased likelihood of discussing treatment options or answering patient questions and poor prescribing habits. [3] This is a critical concern for healthcare professionals as it directly affects the quality of care they provide.
Physician burnout not only impacts the well-being of healthcare providers and patient care quality but also has a significant financial impact. The cost of turnover and reduced productivity due to provider burnout is estimated at $4.6 billion annually in the United States. [4] The National Center for Health Workforce Analysis predicts a shortage of more than 80,000 physicians by 2035, partly driven by burnout-related attrition. [5] Finally, the cost of recruiting and replacing a physician can range from $500,000 to $1 million, with lost revenue per full-time equivalent physician estimated at $990,000. [6] This underlines the extreme urgency and importance of addressing this issue at your organization.
Understanding Physician Burnout
Burnout in healthcare professionals can be attributed to several factors, including excessive workload, loss of autonomy, and the administrative burden of electronic health records (EHRs). Physicians often face long hours and high patient volumes, leading to physical and emotional exhaustion. Increasing bureaucratic tasks and reduced decision-making power frustrate many physicians, further contributing to burnout. EHRs, while intended to streamline processes, often add to the administrative burden, detracting from patient care.
Recognizing burnout early can help mitigate its effects. Common signs include emotional exhaustion, detachment, decreased job satisfaction, and increased absenteeism. Physical symptoms like headaches, insomnia, and fatigue are also prevalent.
Causes of Burnout
Physician burnout is multifaceted, with several contributing factors: [1]
Excessive Workload and Bureaucracy
Physicians often work long hours and manage high patient volumes, which can lead to physical and emotional exhaustion. According to the 2024 Medscape National Physician Burnout & Suicide Report, 41% of physicians cited long hours as a significant contributor to burnout. The report also highlights that 62% of physicians attribute burnout to too many bureaucratic tasks.
Loss of Autonomy
Increasing bureaucratic tasks and reduced decision-making power are significant sources of frustration for physicians. A shift towards administrative duties has turned highly trained medical professionals into data-entry clerks. Furthermore, 32% of physicians reported a lack of control or autonomy over their work as a significant factor contributing to burnout.
Electronic Health Records (EHRs)
While EHRs were intended to streamline processes, they often add to the administrative burden. Physicians spend nearly two additional hours on EHRs for every hour spent with patients, leading to increased stress and reduced patient interaction. The Medscape Report [1] found that 24% of physicians cited the increasing computerization of practice as a significant contributor to burnout.
Lack of Support
Insufficient organizational support and resources can exacerbate feelings of isolation and helplessness among healthcare providers. A supportive environment is crucial for maintaining mental health and job satisfaction. Specifically, 40% of physicians reported a lack of respect from administration as a significant factor contributing to burnout.
Insufficient Compensation
Financial stress can significantly impact job satisfaction and contribute to burnout. The Medscape Report [1] indicates that 38% of physicians feel inadequate compensation and reimbursement contribute to their burnout. This is the topic of our upcoming blog post, “Recruiting and Retaining Providers.”
Strategies to Prevent Burnout
To alleviate burnout, physicians have employed various strategies: [1]
28% have reduced their work hours.
21% have changed their work settings.
20% have made workflow or staff changes to ease their workload.
17% have spoken with their hospital/group administration about productivity pressure.
7% have hired additional clinical staff.
3% have sold or put their practice up for sale.
As healthcare organization owners and operators, you have a crucial role in addressing burnout. Implementing various strategies can help alleviate burnout and retain your valuable staff. Let’s explore some of the strategies that you can adopt.
Promoting Work-Life Balance
Encouraging physicians to take regular breaks and vacations is essential in preventing burnout. Promoting a healthy work-life balance helps maintain staff morale and productivity. A study by the American Medical Association emphasizes the importance of work-life balance in preventing burnout and ensuring overall well-being. [7]
Enhancing Team Collaboration
Creating a collaborative work environment where physicians feel valued and supported can significantly reduce burnout. Practices with solid teamwork and communication have lower burnout rates. Fostering a culture of open communication and mutual support is vital. Encouraging team meetings and collaborative decision-making can help build a supportive work environment.
Improving Organizational Support
Organizations should strive to provide adequate resources, fair workload distribution, and recognition of achievements. Transparent communication and involvement in decision-making enhance job satisfaction and reduce feelings of burnout. According to a study by the Mayo Clinic [8], a supportive work environment significantly reduces burnout and improves job satisfaction among physicians. Furthermore, continuous learning and professional growth help physicians stay engaged and satisfied with their work. Offering training programs and career development opportunities can be beneficial.
Implementing Stress Management Programs
Introducing stress management and resilience training programs can equip physicians with the tools to cope effectively with workplace stress. Programs like mindfulness training, cognitive behavioral therapy, and regular team-building activities have shown promising results in reducing burnout. According to a study by the American Medical Association, stress management programs effectively reduce burnout and improve mental health among healthcare professionals. [7]
Avoiding Burnout for Nurses and Other Patient-Facing Staff
While physician burnout often takes center stage in discussions about healthcare well-being, it's crucial to recognize the challenges nurses and other patient-facing staff face. These frontline workers are equally susceptible to burnout due to the demanding nature of their roles. Addressing their well-being is essential for maintaining a high-quality healthcare environment. In addition to strategies such as promoting work-life balance and implementing stress management programs, here are more strategies specifically tailored to prevent burnout among nurses and other patient-facing staff:
Enhancing Team Support
Creating a supportive work environment where nurses feel valued and connected to their colleagues plays a significant role in reducing feelings of isolation and burnout. Encouraging teamwork and open communication within nursing teams fosters a sense of belonging and mutual support. Regular team meetings and collaborative problem-solving sessions further enhance the overall morale and cohesiveness of the team.
Providing Professional Development Opportunities
Investing in the continuous education and professional growth of nurses and other staff members is a crucial strategy to keep them engaged and motivated. Offering access to training programs, certifications, and career advancement opportunities not only enhances their skills but also reinforces their importance within the organization. A well-supported staff is more likely to remain committed and less likely to experience burnout.
Recognizing and Rewarding Contributions
Regularly acknowledging and rewarding the hard work and dedication of nurses and other staff members is crucial for maintaining their morale. Simple gestures of recognition, such as employee of the month awards, public praise during meetings, or even small tokens of appreciation, can go a long way in making staff feel valued and motivated.
Simple Interventions
Implementing specific workplace interventions can also help manage stress and prevent burnout. Here are a few examples:
Celebrate Deadlines: Many firms celebrate to commemorate the end of a busy season. For instance, accounting firms declare a day or two around April 16 a holiday to celebrate the completion of tax season deadlines.
Reject Bad Customers (Patients): Encourage staff to be realistic about the patients they take on. Accepting patients who are upfront and realistic about their needs and timelines can help reduce stress. If possible, encourage patients who are not a good fit with your organization to explore other options.
Be Flexible: When staff are not needed in the office, allow them to work anywhere, provided they finish work. Encourage them to leave early for family dinners and finish up remotely as needed.
Fun and Relaxing Events: Organize games or events to create a fun atmosphere. Massages and relaxing activities can also provide a welcome break.
Make Work Comfortable: Allow employees to ditch stuffy suits for comfortable clothes, creating a more relaxed environment.
Food and Socialization: Bring healthy food options or orders from local restaurants. Encourage staff to socialize during meals, creating a more supportive and engaging work environment.
Saving Time
The “Saving Time Playbook” from the AMA STEPS Forward® program [9] offers practical strategies to help physicians and their teams work smarter, not harder. Here are some key tactics:
Stop Unnecessary Work: Identify and eliminate unnecessary processes and protocols. For example, reduce signature requirements for forms that do not legally require a physician’s signature and minimize alerts in the EHR system that do not provide a favorable cost-benefit ratio.
Share Necessary Work: Utilize team-based care workflows. Implement pre-visit planning and pre-visit laboratory testing, which can save significant time by preparing for patient appointments in advance. This allows the care team to identify care gaps and pending orders before the visit, ensuring a smooth and efficient process.
Advanced Rooming and Discharge: Standardize workflows that enable non-physician team members to take on additional responsibilities, such as identifying screening tests and immunizations due, updating history components in the chart, and assisting with patient education and follow-up planning.
Team Documentation: Utilize team members to assist with documenting visit notes, entering orders and referrals, reconciling medications, and preparing prescriptions during a patient visit. This reduces the physician’s documentation burden and allows them to focus more on patient care.
Annual Prescription Renewals: If possible, synchronize all prescription refills to the same day and provide enough refills to last patients for 12 to 15 months. This can save up to five hours a week on prescription management.
EHR Inbox and Patient Portal Management: Implement strategies to reduce the volume of messages routed to the physician’s inbox. Engage the IT department to group different types of messages into standard buckets and assign team members to manage these pools. This ensures that only essential messages reach the physician.
A Closing Message for Healthcare Owners and Operators
Addressing physician burnout is crucial for the sustainability of your healthcare organization. Not only does burnout lead to an increased likelihood of medical errors, but replacing a physician on your staff could cost your organization a million dollars.
However, by implementing effective strategies to prevent and manage burnout, healthcare leaders can ensure the well-being of their staff, improve patient care, and enhance overall organizational performance. Creating a supportive and collaborative work environment, promoting work-life balance, providing professional development opportunities, and implementing stress management programs are essential to preventing burnout and retaining staff.
So, how can a healthcare organization create such a culture that promotes work-life balance, enhances team collaboration, and improves organizational support? That is the topic of our next blog post: “Building Organizational DNA in a Healthcare Setting”.
Thank you for visiting! I look forward to engaging with you and sharing more valuable content to help you succeed in your healthcare business journey.
Cinnamon Hill Partners is an entrepreneur-led investment firm dedicated to ensuring your business continues to thrive under committed leadership.
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References
[1] McKenna, John. Medscape Physician Burnout & Depression Report 2024: 'We Have Much Work to Do”. Medscape. Available at: https://www.medscape.com/slideshow/2024-lifestyle-burnout-6016865.
[2] Shanafelt TD, Balch CM, Bechamps G, Russell T, Dyrbye L, Satele D, Collicott P, Novotny PJ, Sloan J, Freischlag J. Burnout and medical errors among American surgeons. Available at: https://pubmed.ncbi.nlm.nih.gov/19934755/
[3] Garcia CL, Abreu LC, Ramos JLS, Castro CFD, Smiderle FRN, Santos JAD, Bezerra IMP. Influence of Burnout on Patient Safety: Systematic Review and Meta-Analysis. Medicina (Kaunas). Available at: https://www.ncbi.nlm.nih.gov/pmc/articles/PMC6780563/
[4] Han S, Shanafelt TD, Sinsky CA, et al. Estimating the attributable cost of physician burnout in the United States. Ann Intern Med. 2019. Available at: https://www.acpjournals.org/doi/10.7326/M18-1422.
[5] Physician Workforce: Projections, 2020-2035. The National Center for Health Workforce Analysis. Available at: https://bhw.hrsa.gov/sites/default/files/bureau-health-workforce/Physicians-Projections-Fact sheet.pdf.
[6] Henry, Tanya Albert. Investing in physicians’ well-being is just good business. 2017. Available at: https://www.ama-assn.org/practice-management/physician-health/investing-physicians-well-being-just-good-business
[7] AMA Physician Well-Being Program. American Medical Association. Available at: https://www.ama-assn.org/practice-management/physician-health/ama-physician-well-being-program.
[8] Kelsey EA. Joy in the Workplace: The Mayo Clinic Experience. Am J Lifestyle Med. Available at: https://www.ncbi.nlm.nih.gov/pmc/articles/PMC10248366/
[9] Jin J, Reimer J, Brown M, Sinsky C. Saving Time Playbook. AMA STEPS Forward® Playbook Series. American Medical Association. (2022). Available at: https://edhub.ama-assn.org/.
