This post is the second of a four-part series on how to acquire and retain clinicians. The first post in the series outlined the initial steps hospitals should take to acquire and keep the best clinicians. This, the second installation in the series, discusses the importance of ongoing retention efforts and the vital role medical directors play in the process.
Working in hospital-based medicine is challenging at the best of times. However, given the unpredictability and stress of recent years and the rising complexity of patient needs, it’s become an even more difficult practice for clinicians.
However, a positive work environment and culture can help decrease burnout and increase retention rates. Medical directors play an important role in retaining clinicians.
The Tie Between Medical Director Leadership and Retention
The medical director bears the greatest responsibility for the success of their department, not only operationally and financially but also regarding the quality of care and patient satisfaction.
Because of the intense focus these areas demand, it’s possible for medical directors to lose sight of the linchpin that makes success in these areas possible: the clinicians themselves.
For clinicians to work safely and efficiently, and deliver excellent, patient-centered care they must have a medical director who can lead effectively — someone who can combine broad vision with strong clinical, managerial, and interpersonal skills.
Is Your Medical Director up to the Task?
In evaluating the leadership abilities of your medical director, you should look not only at the individual but also at the overall flow and harmony of their department.
Consider these questions:
- Does the department perform well on specific operational and quality metrics?
- Does the medical director monitor operational, quality, and financial metrics, champion improvements, and motivate the team as a whole?
- Do they help develop and implement protocols that support good patient care and a well-oiled practice environment?
- Do they help develop and implement protocols that support good patient care and a well-oiled practice environment?
- Do they instill a sense of collaborative practice within their team and extend it to other groups and specialists?
- Do complaints arise from patients, physicians, or the nursing staff?
Ideally, you want medical directors who can create and maintain the kind of environment that is as beneficial for clinicians as it is for patients.
Supporting Your Medical Directors
Before making a judgment call, consider the caliber of your support by asking these questions:
- Are you providing your medical director with the tools and metrics they need to skillfully monitor and guide the day-to-day operations and performance of their department and its clinicians?
- Are you giving them access to specialty-specific leadership training?
- What about ongoing education and training opportunities to advance their practice of medicine and clinical management skills?
- To whom are they accountable?
- Who is guiding your medical directors?
Regarding the last question, it should be someone with both clinical and operational management experience in their specialty, who can mentor your medical director in the leadership of a cohesive clinical team and high-functioning department.
Because administrators, particularly the medical director, ultimately bear the burden of ensuring their department is stable and a true asset to the hospital and its community, it is vital they invest in a retention plan that is on par with recruitment.
To that end, ensure you provide plenty of support for your medical director and create a stable practice environment in which any doctor would be happy to work in the long term.
