Metrics Matter: Shifting Focus from Patients to the Teams Who Serve Them

Healthcare systems and senior centers are experts in tracking patient data. They measure chronic illnesses, social determinants of health, and patient satisfaction, using this data to inform strategic decisions (CDC, 2021; IOM, 2010). But how much do they know about their own teams?

Often, healthcare organizations lack insight into their staff\u2014the very people responsible for serving patients effectively. Metrics on workforce strengths, gaps, and needs are rarely captured or utilized, leaving healthcare workers unsupported and, in many cases, at risk of burnout (Bodenheimer & Sinsky, 2014).

The Unseen Needs of Healthcare Teams

Healthcare workers are the backbone of patient care, but without data-driven insight into their needs, organizations are left guessing about:

• Strengths: What unique skills can be leveraged to optimize care? (Gittell, 2016).
• Gaps: What resources, training, or tools are missing? (WHO, 2022).
• Burnout Risk: Are staff overburdened, and how can interventions help? (Shanafelt & Noseworthy, 2017).

When teams lack support, even the most robust patient data becomes less actionable. Organizations can only serve patients well if they first address the needs of their workforce.

Prioritizing Workforce Needs: Solutions That Work

To shift the focus inward and strengthen teams, organizations can implement strategies like:

1. Regular Needs Assessments Evaluate skill gaps, mental health risks, and workload preferences (Kaplan et al., 2015). Use findings to align resources and training with staff needs (Maslach & Leiter, 2016).
2. Intergenerational and Interprofessional Programs Encourage collaboration across age groups and disciplines. Examples: Mentorship programs and joint training sessions that promote shared learning (Berkowitz et al., 2019; Gittell, 2016).
3. Funding Workforce Development Seek grants or partnerships to support training, tools, and well-being initiatives (CDC, 2021; Bodenheimer & Sinsky, 2014). Redirect budgets to prioritize staff-centric programs (Maslach & Leiter, 2016).
4. Outsourcing Non-Essential Tasks Free up time for healthcare workers by delegating administrative and routine tasks to external support teams (Shanafelt & Noseworthy, 2017).
5. Ongoing Feedback and Monitoring Create systems for real-time feedback and continuous improvement (Kaplan et al., 2015). Use technology to track workforce well-being metrics and address issues proactively (WHO, 2022).

Putting the Oxygen Mask on Healthcare Workers First

The adage about putting your own oxygen mask on before helping others holds true in healthcare. By addressing the needs of their teams, senior centers and healthcare systems can reduce burnout, improve morale, and ultimately enhance patient outcomes (Shanafelt et al., 2019).

Investing in the workforce isn\u2019t just the right thing to do\u2014it\u2019s a strategic move to ensure that the entire organization thrives.

If this resonates with your organization's mission, explore how you can integrate intergenerational programs, needs assessments, and workforce investments into your strategy. Let\u2019s prioritize the people behind the metrics.

References

• See the full reference list in the blog post linked to this article.