This is the second installment of a two-part blog mini-series where I share the tricks of the trade with detailed tips surrounding 7 essential “train the trainer” categories. Missed the first half? No worries, you can check it out here: 7 Tips to Cultivate Your Trainer, Part 1 of 2.
Hayes' Healthcare Blog
Preparing your trainer to deliver an impactful learning experience is essential for getting the most return on your training program. Aside from the curriculum, learn how to inspire, groom, and mentor your trainer to enhance your program and promote skill set growth. A good teacher mixed with a thoughtful technique can make the difference in what learners retain.
This is the first of a two-part blog mini-series where I share the tricks of the trade with detailed tips surrounding 7 essential “train the trainer” categories.
Eight out of ten hospitals under 100 beds are engaging in Revenue Cycle Management outsourcing because of lack of skilled staff. The graying of the baby boomer generation and the resulting retirements is putting a personnel strain on all businesses and the healthcare industry is no exception.
Healthcare organizations are being hit particularly hard in regard to physicians and nurses, but they are also seeing a lack of trained personnel in unseen, under appreciated but critical areas. One particular skills gap involves revenue cycle management personnel, a workforce that operates in large part behind the scenes but one that is crucial to optimizing a healthcare organization’s revenue stream.
Filling revenue cycle roles can be difficult because historically these jobs haven’t been valued as much as other positions in the organization. That’s a major mistake and failing to change that attitude can lead to serious negative financial impacts.
From the beginning of the cycle where front end staff checks in patients to the back end business office where A/R representatives, payment posters, cash control representatives and customer service representatives toil in relative anonymity, the process relies on dedicated, trained personnel, operating at peak performance.
Individuals in these roles must understand a multitude of payer requirements and recognize the interrelationship of every step in the cycle. They have to know the process thoroughly and understand their customers intimately. Finding and retaining staff for these positions should be a high priority for any organization.
Unfortunately that’s not always the case. Many organizations underestimate the complexity of these jobs and the skillset required to carry them out effectively. Here are four things to consider to attract and retain the right people to keep your revenue cycle flowing smoothly.
In the world of healthcare technology, there are numerous system implementations occurring each year. In order to make an implementation successful, it is crucial to develop your users into “super users” during the implementation process. It is common for implementations to include and involve roles such as Project Managers, Practice (Operations) Managers, IT System analysts, and trainers, among others. Each of these roles have well defined parameters and expectations. Often implementations involve super users, but this role is not always well defined and expectations are not always clear.
A super user is your department’s champion for system knowledge and workflows. This person becomes your expert for the system implementation and teaches other employees how to use the new system features. Once you've identified your super users, you need to have clear expectations for this critical role.
Questions should be asked early when selecting the super user. Questions to consider include: Which user should you pick? What qualities should a super user have? How do you train them? Sometimes, you may pick someone that you feel is right for the job but turns out to be someone that is not quite fit for the role.
Consider the following tips when choosing your super users for your next implementation:
Electronic health record (EHR) implementation, planning, training, implementation, scheduling, optimization, planning, implementation, implementation! These concepts seem to be the only words we hear buzzing around our heads when we talk about EHRs. But what about post-live? There seems to be a scarcity of conversation once the initial shock has worn off and routines start emerging. Sometimes just knowing how to use something new isn’t enough. Are you leveraging your new EHR to its full potential? Here’s an easy, low cost checklist to ensure you are optimizing your EHR.