Como evitar a rotatividade de médicos ao trabalhar com eles?

Broadly engagement & recognition are the only tool to mitigate the risks of loosing ‘physicians who matters’ to render better patient care.Engagement in medicine correlates with mortality, complications, patient safety, clinical outcomes,turnover and commitment toward agreed terms of association. Truly engaged clinicians have a deep emotional commitment to their organization & its goals.They genuinely care about their work, patients & respect fellow team members. Recognition can be a powerful motivator to increase engagement & reduce turnover.Actually it’s a two way process by showcasing commitment to each other & cherishing relations built on healthy & reasonable expectations keeping patients’ priority in mind.

In my experience, physician communication is successful when it’s concise and relevant. I come as prepared as possible and attempt to focus on data. When I send mass communications, I attempt to tailor to relevant and key points, and address how the message applies to the audience. We frequently use the SBAR method. When there are more controversial matters, I try to meet with the physician(s) who are key stakeholders, in advance of meeting with a larger group. This gives the physician an opportunity to discuss any concerns and to feel engaged in the matter instead of blindsided. It all boils down to respect. Taking the additional time to prepare and organize communications in advance is a sign of respect.

Sobre todo creo que evitar un trato desigual en injusto basado en la oportunidad y que cree desigualdades entre los compañeros tanto por por arriba como por abajo es fundamental. Por otro lado es importante reconocer al talento senior y ejemplarizar al talento junior de forma clara. Fórmulas de innovación oportunistas no son adecuadas.

Listen, hear them out and appreciate their feedback. Everyone’s input on the clinical staff should be valued as well as heard.

Addressing physician turnover requires a multifaceted approach, emphasizing psychological safety. Creating an environment where physicians can freely express opinions and concerns without fear of retribution is essential. This approach encourages open dialogue, learning from mistakes, and building a supportive community. Consider a hypothetical example: a hospital implements anonymous feedback sessions, enabling staff to voice concerns and suggest improvements without judgment. This initiative leads to meaningful policy changes, influenced by physician input, resulting in heightened job satisfaction and reduced turnover.

Agree that a comprehensive, collaborative environment will aid the providers and give them the structure to be effective and more efficient to way to eliminate redundancy

Try to understand where they're coming from and why they might feel that way. Taking a step back to understand the perspective of another person is incredibly important. It provides an opportunity for two sides to come together, break down the barriers that divide them, and find common ground. By trying to understand where others are coming from, we create opportunities for trust, understanding, and dialogue and lay a foundation for more meaningful relationships. So if you find yourself at odds with someone else's point of view or beliefs, don't think of it as conflict - instead, embrace it as an opportunity to expand your understanding of people and grow together.

Poor sleep is a major contributor to physician burnout, and often an overlooked factor when it comes to talent management. Ensure that you support your physicians on the topic of sleep (don't assume they know everything there is to know about it, simply because they're physicians!) and think through policy changes that can support their recovery, whether they work shifts or not.