Ready to revenue
That starts with Currance.
The workforce development and engagement models of yesterday are no longer effective with today’s external factors impacting healthcare organizations, including: workforce shortages, increased margin pressures and higher costs. Coupling this with the post-pandemic migration to remote and hybrid organizational structures, healthcare systems require a holistic re-evaluation of the entire employee lifecycle.
This requires a commitment and alignment to a top-down strategy with shared responsibilities. While this may feel like a massive undertaking, the risk of not doing so is even greater because your employees are faced with remote workforce challenges, such as:
Let’s be clear: Employee turnover is not just an HR issue, but rather a corporate culture issue. How can you re-think your employee lifecycle to have it met with success? We’ve come up with a few questions to ask yourself to get started on creating a culture where revenue cycle employees thrive.
Should your staff be remote, hybrid or onsite? One of our clients, a major health system, decided that each revenue cycle team could work in different locations based on their role or function. For example, here’s how it structures its functional roles:
With an estimated shortage of 4 million healthcare workers by 2026, consider how being flexible on this issue can help you recruit more easily and fill open roles. What new channels or approaches can be taken to increase engagement, productivity and accountability?
The takeaway: Be flexible in your staffing approach and employee location requirements by job function.
Not only are you responsible for setting up your revenue cycle teams’ success, you’re also responsible for showing someone how they will continue to grow and thrive as an individual within your organization. It requires implementing leadership essentials, service excellence standards and employee engagement. Let’s unpack those approaches a bit further.
Leadership Essentials: How are you connecting and motivating employees within your organization?
Service Excellence: How are you focusing on your people?
Employee Engagement: How are you intentionally listening to your employees?
The takeaway: When you invest in your team and their well-being, they’ll invest in you.
When you started your career, think about how you wanted to grow as a leader. Now, it’s your turn to think about how you can encourage your management team to grow with you.
The takeaway: Instill your cultural values to foster a systemwide culture of not only quality, but accountability.
Adding more people to power antiquated processes can’t solve the business problems of today; however, workforce strategies focused on leadership, service excellence and employee engagement can. Consequently, healthcare delivery systems must adopt a system of engagement that manifests within corporate culture to maximize precious team resources, establish training and leadership opportunities for growth, and instill service excellence standards for repeatable success.
Ready to discuss how Currance can help your organization overcome workforce challenges while boosting efficiency and cutting operational costs?
Let’s connect! Contact us at email@example.com.