While it is true that most specialty practices are currently faced with partial closures due to COVID-19 isolation orders, many providers are still doing what they can to care for their patients. To help our readers minimize the risk of exposure in their practices while still providing necessary care, we’ve outlined several suggestions for safeguarding both patient and practice health.

Managing a remote team of employees can be difficult, especially for managers who have always been able to see their employees in the office during the work week. How do you delegate tasks properly? How do you maintain order and efficiency? How do you know your employees are even working when you have no way to watch them? These are all common concerns for those new to the management of remote teams. In order to better serve healthcare providers, this blog article is intended to provide our readers with basic tips and best practices for forming, organizing, and maintaining your team in a remote work environment.

As we have recently been launched into a new year, now is a good opportunity to find new areas for improvement. Reviewing and reflecting on performance allows specialty practices to identify areas in which they can work better, as well as determine ways to make processes more streamlined, reliable and patient-friendly. How should specialty practices figure out if their current operations have room for improvement? Here are three areas that can reveal potential opportunities.

You did it. You survived 2019, which was a tough (but interesting) year, earning a number of “worst year ever for” titles--Worst Year on Record for Data Breaches, Worst Year of the Decade for Job Cuts, Worst Year Ever for Hospital Overcrowding, and the list goes on. Luckily for us, the ultimate title of “Worst Year in Human History to Be Alive” actually belongs to the year 536 CE, and for a number of horrible reasons that we won’t go into detail about in this blog article.

Physician burnout is turning out to be one of those problems that never seems to go away. According to the Physicians Foundation’s 2018 Survey of America’s Physicians, medical professionals across the country continue to suffer the negative emotional and psychological effects of issues such as low morale, high pessimism (especially regarding the future of healthcare) and job dissatisfaction. Nearly 78 percent of physicians surveyed declared feelings of burnout “sometimes/often/always.” Unfortunately, many of America’s healthcare providers are overextended, overworked and struggling to maintain compliance while bogged down by an ever-increasing amount of required paperwork.

Bringing a new physician into your practice often starts long before his or her first day at work. First you had to actively recruit for the position. After compiling the initial pool of candidates, you then had to take time to conduct interviews and attend meetups before making the final selection. Then came salary negotiations, the final employment agreement and believe it or not, that was just the beginning. The onboarding of a new physician is often a multi-week process that includes verification of credentials, acquisition of ID numbers for items such as his or her medical license, DEA license, NPI, Medicare, etc. Then comes the process of applying for and obtaining necessary privileges and credentials for the practice’s accepted insurance plans as well as any relevant hospitals or ambulatory service centers.

Interested in increasing your practice's performance by improving patient workflow? It may not be as intimidating as you think. By evaluating your practice, asking and answering thoughtful questions, and creating an actionable plan, you can start on your way to transforming how your practice is ran. This practice evaluation guide poses questions that encourage you to truly assess the areas in need of improvement and provides you with the tools to execute a resolution.

Although all physicians suffer from burnout to some degree, some feel it more keenly than others. According to a recent survey in the Journal of Bone and Joint Surgery, orthopedic surgeons have one of the highest burnout rates, with nearly half the specialty expressing feelings of emotional frustration, depression and depletion.