Q&A
Processes for addressing physician burnout and workplace issues at H+H
1:01:09
ยท
170 sec
Council Member Schulman inquires about the processes for addressing physician burnout and workplace issues at H+H. Dr. Katz discusses the various approaches they use to handle these concerns.
- H+H has implemented an anonymous hotline for reporting workplace issues
- The organization encourages a less rigid, more thoughtful approach to management
- Dr. Katz emphasizes the importance of moving away from punitive measures in addressing workplace concerns
Lynn C. Schulman
1:01:09
Okay.
1:01:10
So the affiliation agreements are convoluted, as we know.
Mitch Katz
1:01:14
That would be the nicest possible word for it.
Lynn C. Schulman
1:01:17
We can talk all day.
1:01:18
I mean, I as you know, I I worked at Woodhall for, a number of years in in the leadership, And I actually helped to draft the NYU affiliation agreement when I first joined, Woodhall.
1:01:30
So I'm aware so I what I wanted to ask you was, so you talked about the different salaries, you talked about the different pensions.
1:01:39
If a physician is burnt out or has some issues or whatever, is there is the process the same across the board or it's dependent on what the affiliation is?
Mitch Katz
1:01:50
If somebody is in an FMLA kind of spot, then I'd say it's a legal issue.
1:01:55
So it has to
Dr. Rona Ray
1:01:56
be the same.
1:01:56
But if but
Lynn C. Schulman
1:01:58
if they're they have issues or concerns about their their work hours, their, you know, that kind of stuff,
Mitch Katz
1:02:06
I'd say it's more even more individual than even the hospital.
Sonia Lawrence
1:02:10
Okay.
Mitch Katz
1:02:11
Right?
1:02:11
I think some people have better bosses who understand that all of us have good and bad days, and some people have more rigid bosses who say, well, I did it, so you need to do it too.
1:02:22
We're we're trying to work against that old, you know, medical, you know, I worked a 110 hours, so why are you grumbling about 45?
1:02:31
That's unhelpful to everybody.
Lynn C. Schulman
1:02:33
So how do you hold the the the the bosses accountable since you brought that up?
1:02:38
Because you've we you and I have had separate conversations about that, and you've been very good about trying to change the system in that way.
1:02:45
So I'm just curious.
1:02:47
Do do you go to the different you or other leadership staff go to the different facilities, see what's going on?
1:02:54
Do you hold focus groups with some of the docs?
1:02:56
I mean, I'm just curious.
Mitch Katz
1:02:57
All all of the above.
1:02:58
I mean, you may know from the years, one in one of the famous times, you know, someone actually got fired during a a a a board quality improvement meeting, which is, like, totally wrong.
1:03:11
Right?
1:03:12
The whole the whole point is to not be punitive, right, to help figure out because we all make errors.
1:03:19
None of us are robots.
1:03:21
Right?
1:03:21
I mean, I think that we have gotten to a, you know, less, you know, rigid, you know, more, you know, thoughtful.
1:03:31
Are we are we perfect?
Lynn C. Schulman
1:03:33
No.
1:03:35
But, and there and there's a there's a process where people can go through to get to folks?
Mitch Katz
1:03:41
Correct.
1:03:41
Including anonymously
Lynn C. Schulman
1:03:42
Okay.
1:03:43
Which
Mitch Katz
1:03:43
is one of the things we added because worried about retribution.
1:03:46
Mhmm.
1:03:47
So now somebody can call a hotline and say, you know, this this is what how I'm being treated.
1:03:54
I'm being yelled at.
1:03:55
I'm being belittled, and they don't have to reveal who they are.