The Approach
The Chief Medical Officer along with a highly regarded Consultant Physician in a national hospital system used a Joyous campaign to talk to Medical and Surgical RMOs of various grades, four weeks into their rotation. The goal: to identify issues that influence satisfaction with their work and training environment in the belief that retaining and developing RMOs is an essential part of their workforce strategy. Extra duty payments for RMOs and SMOs arising from staffing shortfalls amount to many tens of millions of dollars annually providing a powerful economic case for investment in retaining this workforce.
72 RMOs were approached using the Joyous platform with a staged set of questions: First, how much of their time is used on activities they value, and how to free up more of it. Second, how easy it is for them to navigate the physical environment and systems, and how to make it easier. Third, do they get enough of the type of training and experience they value most, and to what they would like more exposure. Dialogue through the Joyous platform occurred with 40 respondents - a 54% participation rate with no out of tool encouragement.
