At North American Partners in Anesthesia (NAPA), this is how we create an employment destination of choice that attracts anesthesia clinicians and empowers them to grow their careers.
- Lead with culture: Management guru Peter Drucker said, “Culture eats strategy for breakfast.” While staffing is crucial to delivering quality care and achieving positive patient outcomes, it begins with a strong culture. Hospitals and department leaders must prioritize the creation of environments where clinicians want to come and want to stay.
- Be at the forefront of flexibility: Recognize the diverse needs and preferences of clinicians at different stages of their lives and careers. Offer scheduling options and the opportunity to work in different healthcare settings, which can help clinicians fulfill their career interests, balance their personal needs, and maintain engagement.
- Invest in leadership development: Prioritize the importance of strong leadership. Create opportunities for comprehensive leadership training and resources for healthcare leaders, including physicians, nurses, and other clinicians. Inspire leaders to foster effective communication, teamwork, and a healthy workplace.
- Ensure stability through bi-directional communication: Develop supportive environments where clinicians feel secure in their roles. Continuously assess and address the needs and concerns of healthcare professionals through regular surveying and other feedback mechanisms. Also, contribute to mitigating the impact of external challenges, such as reimbursement reductions, through strategic planning, efficient resource allocation, and advocacy.
For more than five years, NAPA has been named to the Becker’s Healthcare Top 150 Places To Work in Healthcare list. For six consecutive years, we have also remained the #1 Anesthesia Management Services organization in the independent Black Book Survey. Employing nearly 5,000 clinicians in almost 400 facilities across 22 states, NAPA has grown to become the nation’s leading single-specialty anesthesia and pain management company. Our robust recruitment and retention engine is an important part of our national infrastructure, which supports our stability as we care for more than 2 million patients annually.
Listening is a powerful tool in recruitment and retention. What have we learned about what matters to clinicians? Insights from Lara and Nayeem.
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