Under increasing economic pressures, many medical facilities are struggling to advance important quality and performance initiatives. But independent physicians are feeling the same pinch, and they’re uneasy about taking on additional responsibilities for less money. What can be done to improve these tenuous hospital-physician relations?
Medical facilities would probably prefer to employ all their physicians and specialists if they could. However, for many reasons (including the looming potential jump in demand), that’s simply not feasible. Instead, their staffs are patchworks of full-time employees, independent physicians providing care through contractual arrangements and supplemental staff.
Getting all these people on board with mission-critical strategic initiatives is a multifaceted challenge. But broadly speaking, it’s a matter of fostering a greater understanding between medical facilities and all the physicians with whom they work. That begins with the staffing process.
Perfecting the Cultural Chemistry
At Concorde, we believe in taking the time to make sure every physician—full-time, independent or supplemental staff—fits with the culture and mission of a medical facility. It’s a key aspect of what we mean by “Holding Ourselves to Higher Standards.”
We work hard to understand not only the unique job requirements, but also the cultural nuances of each position. It also involves considering personality – including extensive reference checks. We talk with former employers as well as former colleagues and support staff, who often provide the most candid insights about the way a physician, PA or NP interacts with patients and other people.
In addition to our stringent certification process, Concorde also seeks candidates who are deeply connected to a facility’s community and will relate better to the local patients. The result is that the supplemental staff we provide are more committed to and happier in their work.
That’s important to a medical facility’s brand, because the people who provide the care are the face of the organization. And overall, those who are satisfied in their positions will cause less turnover, work more efficiently and be far more willing to get behind the latest quality or performance initiative.