Today's Practice: Changing the Business of Medicine | 页面 28

P R A CT I CE M A NA GE M E NT

High Cost of Turnover

Keith A. Herl, MHA, MBA | Matthew Mingenback

Align HR Processes: Administer exit interviews
when providers do leave. Alternatively, bring in an
objective third-party, who may be able to uncover
more valid, detailed information about a provider’s
decision to leave than an in-house employee.

Measure, Monitor and Adapt
Lastly, continue to monitor the positive factors
you’ve identified that promote satisfaction and
engagement, as well as the negative factors that lead
to turnover. By collecting good data on the front
end and establishing a valid baseline, you will be
able to measure the progress of your interventions.

Resources:
[1] D. Culhane, J. Munkner and J. Heil, "Shedding Light on the Cost of
Provider Turnover (Part 1 of 2)," CEP America, 23 July 2015. [Online].
Available: http://www.cepamerica.com/news-resources/perspectives-on-the-acute-care-continuum/july-2015/cost-of-physician-turnover-r
etention.
[2] G. J. Stovall and L. Shutte, "Investing in Retention Pays Dividends,"
Group Practice Journal, September 2011.
[3] B. J. Becton, M. C. Matthews, D. L. Hartley and D. H. Whitaker, "Using
Biodata to Predict Turnover, Organizational Commitment, and Job
Performance in Healthcare," International Journal of Selection and
Assessment, June 2009.
[4] S. Brown and R. Gunderman, "Viewpoint: Enhancing the Professional
Fulfillment of Physicians," Academic Medicine, June 2006.
[5] T. Rosin, "Integration and Physician Issues," 5 December 2014.
[Online]. Available: http://www.beckershospitalreview.com/hospital-physician-relationships/the-triple-aim-s-fourth-leg-improving-clinicians-work-life.html.

Realistically, it could take years before you know
the effects of your interventions. However, keep in
mind that any effort to proactively retain providers
and promote engagement will have a positive effect
on your organization and the people who drive it.

meet the authors:

Keith Allan Herl MHA, MBA
COO & President of Career
Services at Afferent
Provider Solutions, LLC

Matthew Mingenback
Vice President at
Afferent Provider Solutions

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TODAY ’ S P R A C T I C E : C H A N G I N G T H E B U S I NES S OF M EDI C I NE