Burnout and changing workforce dynamics put pressure on ambulatory surgery centers.
By Pete Mercer
Staffing shortages are one of the most prevalent challenges facing the healthcare industry, and ambulatory surgery centers are no exception. As ASCs continue to grow in popularity due to convenience and cost-effectiveness, so does the demand for skilled teams to take care of patients. Healthcare can be sort of a revolving door when it comes to employees, and it’s not easy to keep facilities staffed in those kinds of conditions.
Repertoire Magazine sat down with Erin Boers, VP, HR Services at MedHQ, and Mayte Rechani, Executive Director at MedHQ, to discuss navigating staffing challenges for ASCs, the toll of burnout in a healthcare environment and how to improve employee engagement. MedHQ is a provider of healthcare advisory and administrative solutions, including HR and staffing, to ASCs and other organization types.
Workforce dynamics in ASCs
Like every other healthcare setting, there have been numerous shifts for the ASC workforce in recent years. The world has changed so much since 2020, especially for healthcare workers. The pandemic alone created a seismic change in how the public viewed the healthcare industry, both positive and negative, and the fallout from that has completely transformed the landscape of the industry.
One of the most significant components of that fallout is the staffing shortage. The National Library of Medicine published a study showing that more than one-third of nurses will reach retirement age in the next 10 to 15 years, while the National Council of State Boards of Nursing reported in 2023 that 100,000 nurses left the profession altogether during the pandemic due to stress, burnout, and retirement.
There are very serious ramifications for these shifts, creating vacuums in patient care settings that are either being left open or filled by overworked employees, which further perpetuates the issue. This also extends to ambulatory surgery centers.
As more and more patients are migrating towards ASCs for safe, efficient and cost-effective care, the need for more staff becomes greater. “They are busier than ever, increasing the need for staff,” Rechani said. “Surgeons are transitioning their surgeries from the acute care setting to ASCs, where they have more autonomy and can help reduce costs.”
With the influx of new patients, employees at ASCs are seeking more stability within the ASC system. While the traditional challenges of working in a hospital are largely absent in this environment, ASCs still come with their own issues. “There is an increased demand for flexibility,” Boers said. “Employees are seeking more predictable schedules, better work-life balance, and flexible benefits. There’s also a noticeable shortage of skilled nurses and surgical techs, driving up competition with hospitals and other healthcare facilities.”
Navigating burnout in an outpatient setting
Burnout is pervasive, no matter what kind of setting employees are working in. Burnout in a traditional hospital setting received lots of attention and recognition as a problem during the height of the pandemic, but healthcare workers have experienced burnout for years. This is what leads to employees leaving the healthcare industry in droves, further perpetuating the staffing shortages that are creating so many of these problems.
That’s no different for outpatient clinics. Staff at ASCs experience burnout in a different way, according to Rechani. “While they may not work weekends and normal workday schedules, they rarely have any time off due to the ASC staffing shortages. ASCs are looking at different alternatives to have shifts covered, but if they are not utilizing a good agency partner, they will not be covered. In these cases, procedures may be cancelled at the last minute.”
Even though the ASC setting allows for employees to work regular hours, these facilities are designed to be lean operations with high standards of performance in a fast-paced environment. An environment like this is a perfect breeding ground for burnout, so it’s important to understand how to actively fight against the things that contribute to fatigue.
“At MedHQ, we work with ASC leadership to implement proactive measures, including regulator engagement and check-ins, mental health and EAP programs, workload management tools, and leadership training focused on empathetic management,” Boers said.
The importance of a healthy culture
Company culture plays a significant role in the retention of the workforce, keeping them engaged with their work and the mission and vision of the company. When the culture is aligned with the values of the organization, it’s easier to engage the team with their work. This is essential, because the comfort and safety of the patient is at stake. Engaged employees mean that patients are taken care of.
Part of the challenge is creating an attractive environment to new employees. Defining the culture, as well as the mission and values of the organization, helps to improve the messaging and showcase what drives the heart behind the work. This gives the incoming (or even existing) employees something concrete that they can grab onto.
“While ASCs’ branding is paramount to attracting top talent, ASCs are not always clear with their messaging,” Rechani said. “What exactly are they offering new talent? What is the culture at the ASC? Younger talent right now is looking for any employer to be a ‘good fit’ for them – they’re prioritizing their mental health over an easy work schedule, while the more seasoned talent is prioritizing work schedules and mental health.”
It’s all about telling the story of why the organization was started, where it’s come from, and where it’s going in the future. Tapping into that story gives employees something to believe in for the important work that they’re doing.
Boers said, “Employer branding and culture are critical in today’s talent market. ASCs have a compelling story to tell: high-quality care, a focused specialty setting, less bureaucracy, and better work-life balance than many hospital environments. However, these advantages must be clearly communicated. A strong brand and culture not only attract talent – they help retain it.”