79% of primary care physicians experience workplace stress and burnout, an all-time high.
(InCrowd)
The Well-Being Index allows clinicians to measure how they are doing and compare their well-being to their peers’ and national averages. Tracking their progress over time not only gives leaders the data needed to improve conditions but also increases self-awareness and promotes wellness among participants.
Each year more than 400 physicians take their lives, likely related to increased depression and burnout.
(Western Journal of Emergency Medicine)
Psychological distress is an incredibly dangerous and serious health concern. That’s why the Well-Being Index measures multiple dimensions of distress—including suicidal ideation—and provides just-in-time resources that high-risk participants need.
Physicians experiencing one or more dimensions of distress are over two times as likely to report major medical errors than those not experiencing distress.
(Mayo Clinic Proceedings)
Along with helping individuals maximize their mental health, the Well-Being Index also gives institutions the insight needed to make impactful systemic changes to reduce the drivers of distress and help doctors help patients.
Hospitals across the country are seeing high turnover rates and staff shortages due to increased burnout and issues with well-being.
(JAMA Internal Medicine)
Hospitals, health systems, and other medical organizations around the world use the Well-Being Index to help improve culture and Go Beyond Burnout. Providing workers with proper support and communication tools and creating positive working environments makes staff feel valued.
Approximately $4.6 billion in costs is attributable to physician burnout each year in the United States.
(Annals of Internal Medicine)
With the Cost of Burnout Calculator and accurate organizational data, the Well-Being Index gives organizations a clear picture of what they’re spending on attrition and where to implement specific initiatives to stop the bleeding.
We’d love to set up a short meeting to discuss how the Well-Being Index can help you reduce the risk of distress, support your faculty, and maximize the well-being of your organization.
"You need data to be able to present to leadership. The step that really allowed me to get buy-in was measuring where we were at. To do that we used the Well-Being Index. The thing we liked about it was that we could embed our institution’s resources into the tool so people could see it on their dashboard and see where their pain or struggle was and where to go get help. "
"The ability for participants to reassess on a continual basis has been critical. We don’t just want one number; we want to see improvements over time. We need to know that we are having an impact, and we need our participants to feel heard not once, but again and again. "
"I realized there wasn’t going to be buy-in unless we could create an imperative based on data, so we started looking around for measurement tools. We decided on the Well-Being Index because it seemed easier to use than other tools and physicians had access to resources at the end of the survey. "
"I realized I needed to find a tool to measure the impact of our initiatives, and it needed to be validated and evidence-based. I reached out to the Well-Being Index and worked with them to offer it to our clinicians. "
"If you’re in a resource-constrained environment, you need to be very targeted about how you start. It’s very helpful to know where the pockets are, and that’s where using a tool like the Well-Being Index is helpful for people who are trying to get into this. "
"It became obvious that we had to measure well-being. When we were looking at the different options for measurement tools, the Well-Being Index stood out because it’s short and sweet. We’re emergency medicine so we need a nice concise amount of questions. I also liked that we were able to immediately input custom resources, and it was extremely important to us that anonymity was protected. "
Want to discuss how the Well-Being Index can work with your organization?