Author: Diann M Krywko, MD (1)
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Abstract
Introduction: Physicians report high burnout levels and face difficulty finding joy in work, leading to a healthcare system crisis. Recognized locally, initiatives to address burnout began by administering the Areas of Work-life and Maslach Burnout Inventory Survey organization-wide. EM results were alarming, leading to rewards and recognition (RR) as the “Make ‘EM Well Project” focus. Effectively rewarding and recognizing employees requires understanding appreciation languages. To facilitate joy, understanding what brings and detracts from joy must be determined. This study addressed these factors.
Methods: Two surveys were sent to EM Providers (EMPs). Survey one determined ‘Work Appreciation Languages’. Survey two, ‘Joy and What Matters’, determined factors involved in creating and dissolving workplace joy and what matters to EMPs.
Results: Acts of service, quality time, and words of affirmation ranked as primary appreciation languages. Human interactions matter most (51%). Internal reward is derived from patient care and teaching Always/Very Often (A/VO) 68% of time, administrative duties A/VO 15%. Eighty% believe RR matter, occurring Sometimes/Rarely/Never (S/R/N) 91% of time. A good day is made clinically by positive patient interactions (23%), academically by having engaged learners (31%), and administratively by adequate resources (32%). Clinical detriments are boarding/hallway care (19%), academically lack of time/resources/administrative issues (32%) and administratively doing wasteful tasks (17%). Thirty-six% feel devalued A/VO, 65% by administration, and 68% feel underpaid. Hospital administration support is felt S/R/N in 86%. 50% feel ED leaders listen S/R, and hospital leaders S/R/N 91%.
Conclusions: EMPs believe that human interaction, sense of accomplishment, making an impact, and teaching matter most. Patient care and teaching provide internal reward. External RR matter, though felt it occurred R/N. RR should be spoken in preferred languages. Multiple factors contribute to good and bad days. EMPs feel devalued by administration and other physicians, perceiving underpayment, lack of support, and failure to be heard.
Affiliation:
1. Department of Emergency Medicine, Medical University of South Carolina