How to keep health workers engaged in the shift to performance-based care
This presents a number of substantial challenges for HR managers working in the sector. How do you keep employees engaged and passionate about their roles in a data-driven culture?
Thankfully, there are many strategies and incentives HR managers in health can use to recruit, retain and engage their organisation’s workforce.
Ultimately, the key is empowerment – from measuring patient satisfaction to accessible training models, embracing these four trends will help your workforce remain engaged and passionate about their purpose in the organisation, and prepare them to handle the transition.
1. Measuring patient satisfaction
Healthcare providers are being challenged to adjust compensation structures to reflect new evaluation systems.
These new models measure physician achievement on the quality and efficiency of services, rather than relying solely on clinical outcomes – which are often too complex to quantify (especially in the short term).
One way health providers are tackling the shift is by re-evaluating how they gauge patient satisfaction. As we transition to a model of consumer-directed care (CDC), assessing patient experience and cost containment will take centre stage.
Involving physicians closely in this process will help them feel ownership over the process, both with respect to how their work is received by their patients and rewarded by their employer. If patients are happy, the physicians are compensated at a higher level (and they are happy too!). It’s a win-win situation.
2. Physicians in leadership roles
Offering physicians the opportunity for progression into leadership roles is valuable – it demonstrates career pathways for physicians at all levels and shows the organisation’s commitment to a management structure that’s as much led by knowledge and skill as performance metrics.
A higher level of compensation could be given as an incentive to physicians who take on leadership roles. Physician leaders are vital members of an organisation’s staff, given that they bring to the table their firsthand knowledge of patient experience. Moreover, studies show that hospitals led by doctors tend to provide higher quality care.
If you are an HR executive looking to improve your hospital’s quality rating, you would do well to identify the physicians with the greatest leadership potential and place them in executive roles.
3. New workforce-engagement strategies
Having an engaged workforce is vital for any organisation. One of the top concerns for hospital executives should be to engage physicians in reducing clinical variation. Outcomes improve drastically if hospitals manage to avoid care variation for patients with the same condition.
By involving physicians in decision-making processes, not only does patient care improve, but it also helps the hospital meet benchmarks for performance-based care. Giving doctors a seat at the table is a way to improve engagement, and it leads to higher-quality care overall.
4. Accessible training opportunities
Providing training opportunities so that physicians can gain and develop skills is an excellent way to keep them motivated. As the shift towards performance-based care models continues, hospital staff will benefit from mastering any new procedures that will be used to evaluate them. New accessible training methods could include eLearning opportunities.
If all members of a hospital’s staff feel confident that they are familiar with the new evaluation procedures, they will feel empowered and far more inclined to embrace the shift towards performance-based care models.
The trend toward eLearning integration is gaining traction in the healthcare industry. Read more about how eLearning can help you prepare for coming trends in workplace training with our new ebook: How to refine elearning for ageing and contingent workforces.