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Monthly Archives: July 2014

New rounds in the patient satisfaction debate

On July 8th Medscape presented a thought provoking discussion with three primary care physicians titled “The Good and Bad of Patient Satisfaction Measures.” This fuels the ongoing debate of the value and  scores as part of physicians’ payment for their patient services -- a subject of keen interest to me. In March 2012 the Archives of Medicine published a study conducted by Joshua Fenton, MD, MPH, and colleagues at the University of California, Davis. The study analyzed data from more than 50,000 adult patients, indicating the most satisfied patients were 12% more likely to be admitted to the hospital and their healthcare and prescription drug costs were 9% higher. One of the most interesting findings to the study’s readers was that the report revealed more than 26% of these patients were more likely to die. What a startling fact! One of the strengths of this study was its nationally representative sampling. The findings were derived from the assessment of satisfaction based on 5 measures from the well-known CAHPS survey, emergency department visits and inpatient admissions. The tension between patient satisfaction and patient outcomes and cost savings continues two years after the study was released. There is discussion about whether physicians motivated by payment structures based on patient satisfaction are influenced in the ordering of diagnostic studies typical treatment standards in order to keep patients happy. An article in appearing in Forbes on July 21, 2013; “Why rating doctors is bad for your health” by Kai Falkenberg discusses this issue. "THE MATH IS NOW SIMPLE FOR DOCTORS: More tests and stronger drugs equal more satisfied patients, and more satisfied patients equal more pay. The biggest loser: the patient, who may not receive appropriate." When physicians are pressured and financially incentivized to keep patients happy an ethical dilemma occurs and some physicians succumb to appeasing patients by ordering tests they might not otherwise order. Forbes reported that the South Carolina Medical Association asked its members whether they’d ever ordered a test they felt was inappropriate because of such pressures, and 55% of 131 respondents said yes. Nearly half said they’d improperly prescribed

By |2022-01-01T22:52:06-08:00July 21st, 2014|

Where will your superstar employee grow?

When you have a stellar employee -- say, an amazing MA or RN, or a superstar patient service performer at your front desk -- it's likely that this hard-working, dedicated employee is hoping you're noticing.  And it's also likely they're hoping that you're noticing because you're thinking about giving them more responsibility, allowing them to develop more skills, and nurturing their aspirations. Too often, though, physicians and medical practice managers react to notable displays of talent and dedication by doing everything they can to keep that superstar employee in the same job.  It's understandable: who wouldn't want to have the world's best MA supporting them at a busy practice?  But when that superstar is looking to grow and advance, they'll eventually only resent your efforts to keep them in the same role 'because they're so great at it.'  They're going to start to feel punished for their excellent performance.  And when that employee realizes that you're never going to allow them to grow because they're 'too good' at their current role, he or she will start looking for a better growth opportunity elsewhere. Even if your practice is small, you can give employees a feeling of growth and development in their jobs. If your practice is so small that it's inevitable that strong performers will feel compelled to leave eventually, manage for this outcome. Help employees to grow and expand their responsibilities and earn recognition while they're with you.  You'll enrich their experiences while they are on your team and help keep morale high -- and, you'll be more ready if it unexpectedly becomes necessary to promote someone new to practice manager or team lead.  Regardless of the size of your practice, cultivating 'bench strength' is important to protect your business -- and the process of doing it can help your staff members feel more excited about their future prospects (either with you or in their next role).  Even when employees end up moving on, if they've had a wonderful experience working with you, there's always the chance you'll be able to hire them back at a higher level when,

By |2022-01-01T22:52:06-08:00July 7th, 2014|
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