Optimizing Well-being, Practice Culture, and Professional Thriving in an Era of Turbulence

We examined the impact of these tactics on workplace experience over a four-year period (Figure). In 2014, 30% of group members reported psychological safety, 24% had become more callous toward people in their current job, and 45% were experiencing burnout. By 2017, 59% felt a sense of psychological safety (69% increase), 15% had become more callous toward people (38% decrease), and 33% were experiencing burnout (27% decrease). Average annual turnover in the five years before the first survey was 13.2%; turnover declined during the intervention period to 6.6% (adjusted for increased number of positions). While few comprehensive models exist for calculating well-being program return on investment, the American Medical Association’s calculator¹⁷ demonstrated our group’s cost of burnout plus turnover in 2013 was $464,385 per year (assumptions in Appendix 1). We spent $343,517 on the 16 interventions between 2013 and 2017, representing an average annual cost of $86,000: $190,094 to buy-down clinical time for new leadership roles, $133,023 to fund time for the Incubator, $2,500 on gifts and awards, $4,900 on program supplies, and $10,000 on leadership training.

Based on the current literature and our experience, hospital medicine groups seeking to improve culture, resilience, and well-being should:

• Collaborate to define the group’s sense of purpose. Mission and vision are important, but most of the focus should be on surfacing, naming, and agreeing upon the group’s essential core values—the beliefs that inform whether hospitalists see the workplace as attractive, fair, and sustainable. Utilizing an expert, neutral facilitator is helpful.
• Assess culture—including, but not limited to, individual burnout and well-being—using preexisting questions from validated instruments. As culture is a product of systems, team climate, and leadership, measurement should include these domains.
• Monitor and share anonymous data from the assessment regularly (at least annually) as soon as possible after survey results are available. The data should drive inclusive, open, nonjudgmental dialog among group members and leaders in order to clarify, explore, and refine what the data mean.
• Undertake improvement efforts that emerge from the steps above, with a balanced focus on the three domains of well-being: efficiency of practice, culture of wellness, and personal resilience. Modify the number and intensity of interventions based on the group’s readiness and ability to control change in these domains. For example, some groups may have more excitement and ability to work on factors impacting the efficiency of practice, such as electronic health record templates, while others may wish to enhance opportunities for collegial interaction during the workday.
• Strive for codesign. Group members must be an integral part of the solution, rather than simply raise complaints with the expectation that leaders will devise solutions. Ideally, group members should have time, funding, or titles to lead improvement efforts.
• Opportunities to improve resilience and well-being should be widely available to all group members, but should not be mandatory.