Health plan and workers' comp teams are feeling the burden

According to the US Bureau of Labor Statistics, the number of U.S. workers who quit their jobs in 2021, was 47.8 million. The employee attrition continues, as March of 2022 saw a record 4.53 million workers leave their jobs in what is being called “The Great Resignation.” The impetus of “The Great Resignation” is driven by employees rethinking what work means to them, how they are valued, and how they spend their time. Salary and burnout from lack of work-life balance are at the top of the list of reasons for workers to change careers, employers, or leave the workforce altogether. The healthcare industry is one of the hardest hit.

This year alone (2022), nearly 1.7 million people have quit their healthcare jobs—equivalent to almost 3% of the healthcare workforce each month. 

The 2022 National Burnout Benchmarking report from the AMA found that with 37% of physician respondents said they intended to leave their organization within the next two years. This may be a message in a bottle for provider network teams indicating that it  is time to reimagine provider data management. These changes in provider affiliations and demographics will have a domino effect, increasing the burden to health plans when it comes to keeping up with the revolving door of changes to provider data networks.

Provider network and claims management teams alike are experiencing burnout and dissatisfaction that must be addressed if health plan and workers' compensation organizations are to promote network integrity. Organizations are facing the growing challenge of retaining their teams across the organization, while finding it equally challenging to replace the roles that are being vacated. 

If we reimagine provider data and network management, we can eliminate burnout.

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