Joy in Medicine® criteria
The Joy in Medicine® Health System Recognition Program centers on criteria across six pillars that contribute to well-being: Assessment, Commitment, Efficiency of Practice Environment, Teamwork, Leadership and Support.
Assessment
Measuring physician well-being and burnout is critical to understanding and addressing system issues. By measuring the operational effectiveness of your organization and the well-being of your physicians, you can readily identify and target meaningful interventions. It is important that validated measurement tools are used that provide insight into the system drivers of burnout so that organizations can effectively implement system-level solutions. Learn more about the Assessment pillar (PDF).
Commitment
A cross-cutting organizational commitment to workforce well-being is essential to preventing burnout within an organization. Commitment from an organization may include different strategies over time, such as establishing a wellness committee or office on well-being, appointing a chief wellness officer and developing well-being as part of an organization’s strategic plan. Learn more about the Commitment pillar (PDF).
Efficiency of Practice Environment
Operational efficiency is key to supporting well-being. Workflow and technology inefficiencies—in addition to documentation requirements—play a central role in driving burnout among physicians. The AMA has outlined several standard metrics that organizations can use to understand the time physicians spend on the EHR, inbox, documentation and work outside of normal scheduled hours. These metrics will support targeted interventions aimed at improving the underlying work environment so that physicians can spend more time doing meaningful work with patients. Learn more about the Efficiency pillar (PDF).
Teamwork
Effective teamwork can have a tremendous impact on the overall well-being of physicians and care teams and has been linked to less stress, higher job satisfaction and improvements in patient care. But teamwork and team-based care must be purposefully cultivated. Consider more than just whether team members “get along;” expand the scope to include a wide range of factors such as team structures, role functions and workflows that enhance the ability for teams to work together more seamlessly. Learn more about the Teamwork pillar (PDF).
Leadership
Leadership behaviors set the foundation of organizational culture, a primary indicator of organizational well-being. Leaders cultivate teams and directly support their growth, development and overall well-being. Immediate leaders are particularly important in driving professional satisfaction and fostering teamwork. Measuring leader behaviors inside an organization is an important step to understand how leaders are perceived by the teams they lead and where improvements in leader behaviors can have the highest impact. Effective leadership is foundational to the health and well-being of an organization. Learn more about the Leadership pillar (PDF).
Support
Cultivating connections at work is an important means for driving professional satisfaction. These connections may be fostered through both formal and informal programs, including peer-to-peer discussions (buddy systems), small group dinners, formal peer support programs, or peer coaching programs. Peer support is a key component of building a culture of trust and collegiality. Learn more about the Support pillar (PDF).
