8 October 2023IN MY OPINIONAs leaders of large organizations, we have many daily responsibilities. We have budgets to balance, emails that need answering, and phone calls to be returned. But what is so often missed are the responsibilities right in front of us. People who need support and care from us. Our teams. The COVID-19 pandemic underscored this reality.THE COVID CRISIS: A PROMPT FOR CHANGEThe COVID-19 health crisis changed the way everyone thought about work and was particularly challenging for workers in the healthcare sector. Over the past year and a half of working remotely, people have verbalized feelings of fear, burnout, and dissatisfaction with their jobs. Many employees worked all hours of the day and into the night because there was no separation between work and home. Staff felt tired and frustrated that the pandemic was happening, but they were still expected to "continue on." Professionals in the mental health field were looked to for support while simultaneously experiencing the same traumas as their clients: losing loved ones to COVID-19, struggling with their mental health, lacking social support, and many feeling isolated from the world. During this difficult period, our team learned some valuable lessons, which have been thoughtfully internalized and put into practice at our community health centers. LEAD WITH COMPASSIONThe cost of burnout among physicians is estimated at $4.6 billion annually. Approximately 50 percent of behavioral health professionals report feeling burned out, and studies show the rate of burnout among mental health professionals is substantial, ranging from 21 to 67 percent. Preventing or stemming this problem is essential to attracting and retaining high-quality employees and ensuring continued access to top-notch care. Among the strategies to support retention is to lead with compassion. What does this mean? It means giving your team the same amount of care as your patients. It means caring deeply about your employees as if they were a part of your family and recognizing that employees have full lives outside of work with people they care about and who care about them. It means hearing their concerns, advocating for staff, and helping make necessary changes so they can come back from burnout. This kind of support helps employees heal, feel appreciated, and enjoy the work they do again. What should you do? Do what feels right. Listen to your instincts (and your team!) Are they burned out? Provide self-care activities such as yoga, meditation, or chair massages that are built into their day or around their lunchtime. Does your team feel isolated from each other? Celebrate the small wins, the big life moments, and the holidays when you can. Do you feel disconnected from staff members? Have an open-door policy or advertise office hours and encourage staff to reach out for Listen and Lead with Compassion: Strategies to Re-engage Your WorkforceBy Jessica Arnold, Director of Behavioral Health, Wheeler ClinicJessica Arnold
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