Recently, there has been an increasing trend across many healthcare organizations that could potentially have a major impact on patient care. In what appears to be an effort to reduce operational expenses, some hospitals and physician groups are choosing not to replace physicians who leave that are involved in direct patient care.
While the reasoning behind these decisions may seem sound at the time, the implications could turn out to be dire for both practices and patients. Getting back to the basic principles that have guided successful healthcare organizations for decades will help ensure that your practice is able to continue to provide the vital services that your patients depend on today and in years to come.
Physicians Equal Revenue
At the very core of what has come to be a multi-trillion dollar industry, healthcare is based on a very simple concept. Physicians care for the sick and injured, and are in turn compensated for their services. This elementary idea seems to have gotten lost somewhere in the complexities of HCAP scores, payer mixes, and all of the other variables that encompass our current healthcare system.
Obviously, organizations have to take into consideration additional factors when determining the appropriate number of physicians to keep on staff, but not having enough practitioners to meet patient demand will undoubtedly result in decreased revenue in the long run.
Planning for Future Needs
Even if your current provider staffing levels are able to maintain the patient load at a reasonable level, keep in mind that while operating a department or practice too lean for an extended period of time can have repercussions of its own.
First, operating at a near maximum capacity doesn’t allow for you to bring in additional patients. Going back to the notion that more patients equals more revenue, not being able to accept new patients will definitely put you at both a strategic and competitive disadvantage.
Beyond not being able to proactively seek out new patients, attempting to operate with a minimal staff can leave you susceptible to a host of unforeseen circumstances. The impact of even the most common occurrences like sick days or additional staff leaving can be greatly magnified if the operation is already stretched thin.
Additionally, it’s no secret that physician burnout has been a topic at the forefront of discussions in the healthcare industry for quite some time now. Physician burnout can lead to a number of different issues and can greatly affect patient care. In some instances this can even lead to additional physicians leaving the organization to find a better work/life balance. One important step you can take to help avoid physician burnout in your practice is to maintain an adequate staffing level.
Hiring for Longevity
Physician turnover can be difficult on any organization, especially if the transition occurs suddenly and unexpectedly. Smaller practices are particularly vulnerable to the adverse effects that an abrupt departure may present. As with any situation that requires an immediate solution, it’s easy to become overwhelmed and pick the easy choice over the right one.
Hiring a physician simply to fill the gaps in patient care rarely results in a positive long-term outcome for the organization. Instead, consider bringing on a PRN provider until you have the time and resources to thoroughly evaluate a permanent replacement.
When it comes to hiring physicians that are more likely to remain with your organization for more than five years, it’s important to first compare which characteristics you should be looking for to match your organizational culture.
To start, you need to gain a deeper understanding of your current providers and especially those with the longest tenure. Determining the characteristics and motivations that have kept them committed will help you better understand what to look for when interviewing potential candidates.
Once you have a strong sense of the optimum characteristics you are seeking in a candidate, you will be better equipped to move forward in the hiring process. You can then design an interview process that supports identifying the ideal candidates. Keep in mind, the only thing worse than having no doctor is having the wrong doctor.
Key Takeaways
The logistics behind operating a healthcare practice can oftentimes be complex, and running a lean and efficient organization is a priority for any successful business. However, keep in mind that the top priority should always be patient care, and in order to provide quality care there have to be enough practicing physicians on staff to meet the patient load. Otherwise, both the patients and the practice will be at a loss.