Rev Cycle Workforce Challenges Examined at HealthLeaders Exchange

Revenue cycle leaders at the Revenue Cycle Exchange in Louisville, Kentucky, shared solutions to improving the remote work experience for their staff.

Managing a remote workforce was top of mind at the HealthLeaders Revenue Cycle Exchange, which is underway this week in Louisville, Kentucky.

Remote work poses challenges, and revenue cycle leaders shared some of the solutions they've implemented at their own organizations to improve the remote work experience for everyone involved.

Here are some of the challenges and solutions to managing a remote or hybrid workforce that leaders were busy examining.

The challenge: Deciding on a permanent work model

Since the beginning of the pandemic, remote work has become the norm and revenue leaders are finding themselves at a crossroads in deciding between permanently offering a fully-remote, in-office, or hybrid workforce model.

While some leaders are still holding on to an in-office model, most revenue cycle leaders at the Exchange are seeing an outcry for a permanently remote model from their staff.

And while leaders are seeing that the younger generation are pushing for a permanently remote position, older staff are happy with working in-house.

The solution: Offer something for everyone

Leaders at the Exchange made it clear that it’s important to offer a little something for everyone, this means offering both remote and in-office work to those who meet set expectations.

One revenue cycle leader shared that their organization recently started implementing “hoteling” for those who would like to work in-house as they maintain an almost entirely remote staff.

When it comes to remote work, hoteling involves signing up or booking access to a workspace, much like at an actual hotel. Even in a room full of empty desks and unoccupied workstations, a person has to check in with central booking to access their spot, which makes this model more structured than a first-come, first-served model.

Offering models like this allows those who want to come into an office access to do so, while allowing those who prefer remote work to stay at home.

Leaders are also seeing shifts on preferences based on generational differences. Younger staff are more likely to want to come into an office while older staff are happier at home, leaders said.

Offering something for everyone who meets productivity measures is a great way to ensure positive moral.

The challenge: Engaging staff

Although virtual huddles and meetings are a great way to keep staff engaged, they only work if everyone in the meeting is fully participating.

Leaders also said that they have tried hosting on-site activities, but with little engagement from staff.

The solution: Tailoring engagement strategies per demographic

Being physically apart means doubling down on communications, including formalizing huddles and having regular leadership-level check-ins, and while older employees may find this engaging enough, leaders are seeing that newer, younger employees are struggling without face-to-face interactions when trying to navigate their new career.

One leader mentioned that their organization created a more robust social media experience in order to create a community for that younger staff.

Tailoring engagement strategies has been key for a lot of organizations when it comes to creating a positive work environment that bridges generational gaps.

Stay tuned in the coming days and weeks for more key takeaways from the Revenue Cycle Exchange.

The HealthLeaders Exchange is an executive community for sharing ideas, solutions, and insights. Please join the community at our LinkedIn page.

To inquire about attending a HealthLeaders Exchange event, email us at exchange@healthleadersmedia.com.