Isolation created by social distancing is taking its toll on many healthcare workers. “The teams are so exhausted themselves, and the built-in mechanisms that people in healthcare typically had to take care of themselves and each other have been knocked down in different ways,” says Jennifer Bickel, MD, medical director of professional well-being, Children’s Mercy, Kansas City, Mo., and an ACHE Member.
How can leaders engage remote teams when workers aren’t together? Following are recommendations from two ACHE faculty members for the two-day seminar, “Professional Burnout in Healthcare: Lead Your Organization to Wellness.” Note: This seminar is currently not being held. It will resume when face-to-face programming starts back up.
Consider human, not just technical, issues. Leaders often make the mistake of focusing on providing the technology that their remote workers need, rather than addressing the human issues, says Harjot Singh, MD, chief of telepsychiatry services, Kings View Behavioral Health Systems, Fresno, Calif., and an ACHE Member.
Michael E. Frisina, PhD, CEO, The Frisina Group, Elgin, S.C., and an ACHE Member, recommends that leaders use science-based assessment tools to understand employees’ unique behavior patterns and motivational drivers. These differences can provide insights into why some people thrive in remote work environments and other people do not, he says.
Keep virtual meetings brief and on point by sending advance agendas. This also can help prevent “Zoom fatigue” caused by lengthy meetings. Agendas also help prevent meetings from getting taken over by negativity, Frisina says.
Keep cameras on. This creates accountability and also allows leaders to read employees’ body language for signs of engagement, Frisina says.
When you sense a worker is struggling, angry or disengaged, ask questions. Frisina says every person needs trust, compassion, safety and hope. If these needs are not met, employees are not likely to be engaged. Leaders can simply ask, “What do you need? And how can I help?” to identify opportunities to better address their workers’ needs.
Singh also recommends asking questions with simple phrases such as, “Do you know what you have to do today?” “Do you have everything you need to get that done?” And, “did you get to be your best today?” These can help leaders identify specific actions they can take to support their workforce.
Laura Hegwer is a freelance writer and editor based in Lake Bluff, Ill.