### Rethinking Shift Work in Healthcare: A New Paradigm for Happier, Healthier Physicians
The healthcare sector is witnessing a significant transformation. With burnout levels among healthcare workers, especially those in hospital settings like emergency physicians, reaching unprecedented heights, there is an immediate need for innovative strategies. One potential remedy is to reconsider shift work through concepts such as job sharing. This approach can help mitigate burnout, enhance physician well-being, and lead to better patient outcomes by promoting more individualized, attentive care.
Dr. Maureen Gibbons, a seasoned emergency medicine physician and proponent of physician wellness, recently explored this new paradigm on *The Podcast by KevinMD*. Her insightful view challenges entrenched practices in healthcare workforce management, presenting practical tactics for both healthcare institutions and professionals.
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### **The Issues with Conventional Shift Work**
Emergency medicine frequently necessitates lengthy hours, unpredictable schedules, and overnight shifts. Physicians operating in this domain consistently face heavy patient loads and high-stress situations.
Here are some major obstacles linked to traditional shift work:
1. **Burnout and Exhaustion**: Shifts can often extend beyond 12 hours, forcing physicians to alternate between day and night work. This disrupts their circadian rhythms and intensifies physical and emotional exhaustion.
2. **Lack of Personal Time**: Full-time commitments leave minimal time for family and personal interests. Recovery days frequently get consumed by rest, resulting in healthcare providers feeling disconnected from their lives.
3. **Decreased Patient Engagement**: Overworked and stressed physicians may unconsciously convey fatigue to their patients, which could adversely affect patient care and satisfaction.
Burnout is not solely an individual issue—it’s a systemic challenge. Dr. Gibbons points out that physicians who are nearing burnout are less effective, influencing everything from workplace morale to patient results.
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### **Job Sharing: A Modern Solution for Healthcare**
Job sharing represents a forward-thinking strategy wherein two or more physicians split a single full-time equivalent (FTE) position. Each participant works part-time, collectively meeting the demands of a full-time role.
Dr. Gibbons underscores the primary advantages of job sharing:
1. **Less Burnout**: By dividing responsibilities, physicians can reduce their shift frequency while sustaining a stable income. With greater recovery time, physicians can present their “best selves” to both patients and colleagues.
2. **Flexibility for Physicians**: Job sharing enables clinicians to juggle personal, professional, and family commitments. As Dr. Gibbons notes, “Customizing your medical career according to your financial, educational, professional, and family objectives is not just appropriate—it’s vital for long-term contentment.”
3. **Improved Patient Outcomes**: Patients gain from interacting with rejuvenated, fully engaged physicians. Dr. Gibbons states, “For that one patient, it’s not about the number of shifts worked; it’s about being an exceptional doctor in that moment.”
4. **Retention of Physicians**: Healthcare facilities frequently struggle with high turnover rates in demanding specialties. Providing flexible options keeps skilled physicians and lowers recruitment expenses.
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### **Addressing Challenges of Job Sharing**
Although job sharing is gaining popularity, it is not yet widely practiced. Some challenges include:
1. **Conservatism in Workforce Models**: Numerous organizations are reluctant to move away from established methodologies. As Dr. Gibbons observes, “It’s simpler to revert to the familiar ways of operating.”
2. **Administrative Complications**: In W-2 models, providing benefits like health insurance or retirement plans to two part-time employees rather than one full-time individual can appear financially daunting.
3. **Support from Leadership**: Institutional progress necessitates visionary leadership willing to comprehend and commit to long-term wellness. Dr. Gibbons stresses the importance of transparent discussions between physicians and administrators regarding flexible work options.
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### **Illustration of Job Sharing**
A productive job-sharing setup might consist of two part-time physicians dividing a typical workload. For example:
– Two colleagues could each take six shifts monthly to cover a single full-time role (12 shifts total). This guarantees complete coverage while avoiding overexertion.
– Both physicians remain actively engaged with their group or institution, fostering continuity and collaboration.
– Physicians can alternate shifts or split tasks according to individual preferences and energy levels.
Dr. Gibbons shares instances of colleagues who have adopted this arrangement in standalone emergency departments. “They each work six shifts, cover nights, and participate more fully in their personal lives. It’s beneficial for both the practice and the physicians.”
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### **Broadening Job Sharing to Other Fields**
Emergency medicine is not the sole specialty set to gain from job sharing. Fields such as primary care, hospital medicine, and even surgery can also embrace this model. For instance:
– **Primary Care**: Two physicians could share patient responsibilities by working alternate weeks, ensuring continuity of care through mutual documentation and communication practices.
– **Surgery**: Job sharing could involve splitting