How to Prepare to Negotiate Your Salary

Being an in-demand provider doesn’t mean you’ll automatically be paid well. Here are a few tips to prepare you for when it’s time to negotiate your salary.

Being an in-demand healthcare provider—a physician, nurse practitioner, physician assistant, registered nurse, physical therapist, occupational therapist, or myriad other titles—does not mean you will automatically be a well-paid one, as well. However, being in-demand does often mean that you are in a unique position in terms of bargaining power, and can negotiate for what you want and so rightly deserve. Here are a few tips to follow to be prepared when the time comes to negotiate.

1. Know Your Worth

When it comes to negotiating your salary, it is absolutely critical that you know your worth, both personally, based on your experience and specialized skill set, and in terms of your market value.

Use your current and former salaries, salary reports that are available online, or even buck the taboo and talk to your peers about what they are earning, and create a salary range for yourself. The low end should be the absolute minimum you would seriously consider and the high end should represent what you would accept without any further negotiations needed.

By basing your salary range on comparable salaries, instead of plucking numbers out of thin air, there is a greater chance that any counter offer you may need to make be seriously considered. Know that if you are preparing, they are, as well, and it’s more than likely the hiring company has also done their research and has a range of their own to consider, too.

2. Consider the Benefits

Money isn’t the only thing on the table when it comes to negotiating, and there are plenty of benefits that can provide quite a bit of value, while not moving the needle on your salary.

If the proposed salary is on the low end and the hiring company won’t budge, try negotiating for better benefits. Some benefits to attempt to fold into negotiations can include: signing bonus, education/CME allowance, flexible work schedule, PTO, insurance, retirement plans, and more.

Not everything valuable to you will have a dollar sign in front of it, so make sure you weigh every option available to you when negotiating.

3. Know You May Not Get What You Want and That’s Okay

It is one thing to know your worth and it is another, entirely, to respect it. Know that if you are going to negotiate your salary, there is a chance that negotiations may fail, and you may see just how undervalued someone in your position is to those on the other side of the table.

Know that it is okay—more than okay—to walk away from negotiations, if you are being greatly devalued and even your most basic salary needs cannot be met.

Part of being in-demand means that you have options. Make sure you explore all of them and choose the best fit for you, not just what you will settle for. You should respect yourself and your expertise enough to do that, and the right employer will respect that, as well.

Disclaimer: The viewpoint expressed in this article is the opinion of the author and is not necessarily the viewpoint of the owners or employees at Healthcare Staffing Innovations, LLC.

The 3 States with the Most Physician Jobs

Hiring in healthcare is off to a strong start in 2020, adding more than 35,000 jobs in January alone. See where the most physician jobs are right now.

In terms of hiring, the healthcare sector is off to a strong start in 2020, adding more than 35,000 jobs in January alone, according to the U.S. Bureau of Labor and Statistics. So, where are the jobs? We analyzed data on our site and came up with the top three states with the most available openings for physicians right now, as well as a selection of noteworthy positions in each state.

1. California

Average Annual Physician Salary in California: $197,860

Noteworthy Openings in California:

Click Here to Search Physician Jobs in California →

2. Pennsylvania

Average Annual Physician Salary in Pennsylvania: $208,470

Noteworthy Openings in Pennsylvania:

Click Here to Search Physician Jobs in Pennsylvania →

3. New York

Average Annual Physician Salary in New York: $192,900

Noteworthy Openings in New York:

Click Here to Search Physician Jobs in New York →

Disclaimer: The viewpoint expressed in this article is the opinion of the author and is not necessarily the viewpoint of the owners or employees at Healthcare Staffing Innovations, LLC.

Male Docs Earn Higher Patient Ratings

On average, male providers received higher star ratings in online reviews than their female contemporaries, according to a new report.

The newly released findings of the 2020 Patient Sentiment Report—published by Healthgrades and the Medical Group Management Association—offer insight into how patients perceive their care, and their providers, and it seems as though male providers and the care they provide are, on average, seen in a more favorable light.

The report, which analyzed the more than 8.4 million star ratings completed by patients on Healthgrades as of December 1, 2019, found that patients more commonly rate male doctors higher than female doctors, giving them an average star rating of 4.3—.2 stars more than the 4.1 earned by female providers. It was also found that when reviewing male doctors, patients were more likely to mention skill and quality of care, as well as the office staff, than they did in reviews of female doctors.

Female physicians received high marks of their own, though. When evaluating female providers, patients positively mentioned themes of bedside manner, communication, wait times, and visit times more than they did for male physicians.

There appears, however, to be one area physicians of all genders are equal. The report also found that both male and female physicians have a negative average rating when it comes to wait times.

Disclaimer: The viewpoint expressed in this article is the opinion of the author and is not necessarily the viewpoint of the owners or employees at Healthcare Staffing Innovations, LLC.

The Healthy & Unhealthy Ways Physicians Cope with Burnout

Nearly half of physicians are now using positive coping mechanisms to deal with burnout, as opposed to turning to more unhealthy, self-destructive options.

Nearly half of physicians are now using positive coping mechanisms to deal with burnout, as opposed to turning to more unhealthy, self-destructive options, according to the 2020 National Physician Burnout & Suicide Report by Medscape.

The results, which came from asking more than 15,000 physicians in over 29 specialties to select all coping mechanisms they use, show that self-isolation and exercise are the methods most commonly used by physicians, with both accounting for 45% of responses and tying for the top spot. Talking with family members and close friends was the third most widely used method, with 42% of respondents identifying this as a chosen coping mechanism, and sleeping ranking as the fourth most popular method, with 40% selecting this option.

The full list was not made up of entirely healthy methods, however. Other highly ranked ways physicians deal with burnout included eating junk food (33%), drinking alcohol (24%), and binge eating (20%).

The full list included:

  • Isolate myself from others – 45%
  • Exercise – 45%
  • Talk with family members/close friends – 42%
  • Sleep – 40%
  • Eat junk food – 33%
  • Play or listen to music – 32%
  • Drink alcohol – 24%
  • Binge eat – 20%
  • Smoke cigarettes/use products containing nicotine – 3%
  • Use prescription drugs – 2%
  • Smoke marijuana/consume marijuana products – 1%
  • Other – 12%
  • None of the above – 3%

Disclaimer: The viewpoint expressed in this article is the opinion of the author and is not necessarily the viewpoint of the owners or employees at Healthcare Staffing Innovations, LLC.

Gender Pay Gap Tops $36K for New Physicians

A new study has found that male physicians earn more than their female counterparts, even at the onset of their career.

A new study, which was released ahead of print by Health Affairs, shows a growing disparity in pay between new male and female physicians.

For the study, researchers collected data between 1999 and 2017 from graduating residents from the New York Survey of Residents Completing Training from the Center for Health Workforce Studies of the University of Albany, State University. Using that data, the researchers found that, over that time period, the average starting compensation for men was $235,044 and $198,426 for women, a difference of more than $36,000. They also discovered that the gap widened over time, increasing from $7,700 in 1999.

While part of the pay gap could be explained due to analyzed variables—chosen specialty (40-55%), number of job offers (2-9%), hours worked (up to 7%), and work-life balance preferences (less than 1%)—researchers could not entirely explain the disparity.

“While it is apparent that women say they place a greater premium on control over work-life balance factors, this difference does not appear to explain the observed starting salary difference, conditional on other factors,” the researchers wrote. “There may nevertheless exist workplace biases, whether intentional or unintentional, that differentially affect women irrespective of their individual stated preferences for work-life balance.”

Disclaimer: The viewpoint expressed in this article is the opinion of the author and is not necessarily the viewpoint of the owners or employees at Healthcare Staffing Innovations, LLC.

The Highest Paying U.S. Metro Areas for Physicians

Want to earn more than the average annual physician salary of $208,000? You might want to look for a job in these metro locations offering top pay.

Physician salaries are typically considered some of the highest across the United States, with average annual salaries ranking at or above $208,000. However, pay can vary quite a bit in different cities across the country, due to cost of living and other factors, including specialty.

If your 2020 job search has you considering a change in location, be it across the state or across the country, knowing which areas offer the highest pay can help you decide your next move.

Take a look at the top ten metro areas offering the highest average annual salaries for Family and General Practitioners, Internists, Pediatricians, and Surgeons as determined by the U.S. Bureau of Labor and Statistics.

Family and General Practitioners

  1. Sheboygan, WI – $288,770
  2. Appleton, WI – $287,050
  3. Lafayette, LA – $285,350
  4. Jacksonville, NC – $282,770
  5. Rockford, IL – $281,470
  6. Portsmouth, NH-ME – $280,310
  7. Mobile, AL – $279,310
  8. Knoxville, TN – $278,300
  9. Hilton Head Island-Bluffton-Beaufort, SC – $277,290
  10. Gulfport-Biloxi-Pascagoula, MS – $275,660

Internists

  1. Sioux Falls, SD – $291,360
  2. Tulsa, OK – $286,500
  3. Greenville-Anderson-Mauldin, SC – $276,410
  4. Orlando-Kissimmee-Sanford, FL – $273,690
  5. Richmond, VA – $269,200
  6. Albuquerque, NM – $262,050
  7. Omaha-Council Bluffs, NE-IA – $261,990
  8. New Haven, CT – $257,100
  9. Albany-Schenectady-Troy, NY – $256,900
  10. Las Vegas-Henderson-Paradise, NV – $256,490

Pediatricians

  1. Montgomery, AL – $285,070
  2. Jackson, MS – $283,960
  3. Killeen-Temple, TX – $275,000
  4. Madison, WI – $274,720
  5. St. Louis, MO-IL – $271,230
  6. Eugene, OR – $267,860
  7. Salt Lake City, UT – $265,080
  8. Milwaukee-Waukesha-West Allis, WI – $264,320
  9. Las Vegas-Henderson-Paradise, NV – $261,890
  10. Anchorage, AK – $258,830

Surgeons

  1. Greenville, NC – $289,460
  2. Winchester, VA-WV – $287,960
  3. Cincinnati, OH-KY-IN – $287,850
  4. Champaign-Urbana, IL – $287,630
  5. San Jose-Sunnyvale-Santa Clara, CA – $287,390
  6. Bowling Green, KY – $286,530
  7. Bloomington, IL – $286,270
  8. New Orleans-Metairie, LA – $286,090
  9. Omaha-Council Bluffs, NE-IA – $285,890
  10. Grand Junction, CO – $285,760

Ready to start your search for a higher paying job? Click here.

Disclaimer: The viewpoint expressed in this article is the opinion of the author and is not necessarily the viewpoint of the owners or employees at Healthcare Staffing Innovations, LLC.

Nurse Practitioners and Physicians Behind the 8-Ball

Due, in part, to their compassionate nature and dedication to their patients, MDs, NPs, and other overworked healthcare professionals have found themselves in an impossible position, with few options for relief.

From Nurse Keith’s Digital Doorway

On June 8, 2019, an excellent article was published in the New York Times that clearly stated something I’ve been thinking about for quite some time. The article was titled, “The Business of Health Care Depends on Exploiting Doctors and Nurses“, and the subtitle was “One resource seems infinite and free: the professionalism of caregivers“. It was written by Dr. Danielle Ofri, a physician at Bellevue Hospital in New York City.

The article outlines the ways in which healthcare providers are exploited for their compassion and dedication to patients in terms of being asked to see more patients and do more work than is humanly possible without any additional remuneration or compensation. While the writer focused on MDs and NPs, in my opinion this is an across-the-board cancer eating away at the quality of our healthcare system and the mental health and well-being of our providers.

This disturbing trend is apparent in the lives of so many nurse practitioners I’ve encountered, including dear friends, colleagues, and career coaching clients, and is especially apparent in those who work in primary care. The complaints I hear often concern NPs being forced to see dozens of complicated patients per day with only 15 minutes allotted per visit. With sicker patients, complex comorbities, and other factors that make care more time-consuming and complicated, our frontline medical providers are put in an impossible situation with only one certain outcome: provider burnout and the compromising of patient care.

Ethics, Practice, and the Hard Reality

The aforementioned New York Times article begins thus:

You are at your daughter’s recital and you get a call that your elderly patient’s son needs to talk to you urgently. A colleague has a family emergency and the hospital needs you to work a double shift. Your patient’s M.R.I. isn’t covered and the only option is for you to call the insurance company and argue it out. You’re only allotted 15 minutes for a visit, but your patient’s medical needs require 45.

These quandaries are standard issue for doctors and nurses. Luckily, the response is usually standard issue as well: An overwhelming majority do the right thing for their patients, even at a high personal cost.

We healthcare providers are ethical creatures by dint of our education and perhaps our human nature as individuals given to caregiving. The medical or nursing oaths we take are to do harm and provide the best possible care for those patients in our charge; so, in the words of Dr. Ofri:

If doctors and nurses clocked out when their paid hours were finished, the effect on patients would be calamitous. Doctors and nurses know this, which is why they don’t shirk. The system knows it, too, and takes advantage.

The reality of medical and nursing care is far beyond what the corporate bean counters will acknowledge. When healthcare is corporatized to such an egregious level based on nothing but the financial bottom line, productivity becomes the keystone of every aspect of patient care, not to mention so-called “patient satisfaction”.

But what happens when providers are so burned out that they cannot provide the care they’re ethically bound to deliver? What about provider satisfaction? Do those watching the flow of money care that approximately 400 American physicians commit suicide per year? We don’t have accurate data on the number of nurse suicides, but we readily assume that this is an issue facing nurses and APRNs as well. How far does this calculation need to go before we notice and actually do something about it?

As Dr. Ofri points out, the EMR has revolutionized healthcare and few of us would voluntarily choose to revert to paper charts. However, the dark side of the EMR is that we can be forced to work from home because we now have 24/7 access to patient records.

In fact, per a recent article in the Annals of Family Medicine, for every hour of direct physician-based patient care (or APRN-driven care, I may add), two hours are needed for accurate documentations in an EMR. So where do those 15 minutes figure in this dastardly and cynical calculation of how long it takes to perform and document high-quality patient care? In fact, those 15 minutes mean nothing in the scheme of things because precious few visits actually take only that amount of time.

Stress, burnout, and compassion fatigue in medical providers and nurses inevitably leads to stress-related illness, provider attrition, suicide, and other negative outcomes. With a shortage of primary care physicians and nurses in many areas of the country — especially where vulnerable populations are concerned — we cannot afford such a hemorrhage of talent and skill. In fact, it’s killing us.

Would Other Professionals Put Up With It?

If construction workers (who, by the way, experience far fewer on-the-job injuries than nurses due to strictly held safety standards) were asked to work three hours of unpaid overtime a night in order to document their work, what would they say and do? They’d probably tell you to stick your documentation where the sun doesn’t shine and then go on strike against their employer for unfair labor practices.

The New York Times article illustrates it thus:

In a factory, if 30 percent more items were suddenly dropped onto an assembly line, the process would grind to a halt. Imagine a plumber or a lawyer doing 30 percent more work without billing for it. But in health care there is a wondrous elasticity — you can keep adding work and magically it all somehow gets done. The nurse won’t take a lunch break if the ward is short of staff members. The doctor will “squeeze in” the extra patients.

For doctors, nurse practitioners, midwives, nurses, and others in the healthcare ecosystem, we continually show up, do our best, work hours after we’re no longer paid, and otherwise sacrifice ourselves on the altar of patient care because patient abandonment is serious and we would never put our patients at risk because we feel overworked, even though the reality is that our patients are indeed at risk exactly because of the workloads we silently accept.

How many other professions do something similar? Perhaps teachers, who spend enormous amounts of their own money (despite comparatively low pay) on classroom supplies since school systems in the U.S. provide precious little for them to work with in order to provide high-quality educational experiences for the students who they’re ethically bound to educate.

Medical providers save lives, keep patients on track, treat both acute and chronic diseases, perform surgeries, and contribute enormously to the greater public good. While pop stars and sports figures earn multi-million dollar salaries for entertaining us (an important societal role, of course), those who put their own mental and physical health on the line to save and heal others are expected to do the impossible day in and day out for comparatively little compensation. In my book, the musicians and athletes should trade salaries with medical providers, but we know that will never happen. And when an athlete has to play an extra game or match without compensation, we’d see how long that would last before a revolution took place.

Solutions Must Exist

At face value, this situation seems untenable and intractable. The corporatization of healthcare will continue apace, more and more will be demanded of our NPs, RNs, and MDs, and we’ll continue to lose good people.

The notion of the “triple bottom line” is one concept that more healthcare institutions could adopt, and that means taking into consideration people, planet, and profits. While this may be anathema to those who watch the healthcare money flow, this is one way to humanize the way we deal with such a highly valuable workforce.

And while hospitals focus so terribly much on patient satisfaction scores in order to secure Medicare reimbursement, whatever happened to provider and employee satisfaction? Doesn’t the Center for Medicare and Medicaid Services (CMS) understand that burned-out nurses, NPs, surgeons, and physicians actually contribute to worse patient satisfaction? And what if employee satisfaction scores impacted Medicare reimbursement? How the accountants and executives might scramble to keep those providers happy.

This overly corporatized healthcare infrastructure is strangling the system and hobbling good clinicians who can’t take the strain. Yes, we can bill, bill, bill for those reimbursements, but when that final “bill” arrives and we realize that outcomes are plummeting and our employees are being driven away, perhaps then we’ll see the light and begin to brainstorm solutions.

The New York Times article concludes:

The health care system needs to be restructured to reflect the realities of patient care. From 1975 to 2010, the number of health care administrators increased 3,200 percent. There are now roughly 10 administrators for every doctor. If we converted even half of those salary lines to additional nurses and doctors, we might have enough clinical staff members to handle the work. Health care is about taking care of patients, not paperwork.

Those at the top need to think about the ramifications of their decisions. Counting on nurses and doctors to suck it up because you know they won’t walk away from their patients is not just bad strategy. It’s bad medicine.


Keith Carlson, RN, BSN, NC-BC, is the Board Certified Nurse Coach behind NurseKeith.com and the well-known nursing blog, Digital Doorway. Please visit his online platforms and reach out for his support when you need it most.

Keith is the host of The Nurse Keith Show, his solo podcast focused on career advice and inspiration for nurses. From 2012 until its sunset in 2017, Keith co-hosted RNFMRadio, a groundbreaking nursing podcast.

A widely published nurse writer, Keith is the author of Savvy Networking For Nurses: Getting Connected and Staying Connected in the 21st Century and Aspire to be Inspired: Creating a Nursing Career That Matters. He has contributed chapters to a number of books related to the nursing profession. Keith has written for Nurse.com, Nurse.org, MultiBriefs News Service, LPNtoBSNOnline, StaffGarden, AUSMed, American Sentinel University, Black Doctor, Diabetes Lifestyle, the ANA blog, NursingCE.com, American Nurse Today, Working Nurse Magazine, and other online and print publications.

Mr. Carlson brings a plethora of experience as a nurse thought leader, keynote speaker, online nurse personality, social media influencer, podcaster, holistic career coach, writer, and well-known nurse entrepreneur. He lives in Santa Fe, New Mexico with his lovely and talented wife, Mary Rives, and his adorable and remarkably intelligent cat, George.

Disclaimer: The viewpoint expressed in this article is the opinion of the author and is not necessarily the viewpoint of the owners or employees at Healthcare Staffing Innovations, LLC.

How to Handle Gender Bias at Your Medical Practice

If you want to build a better culture within your practice in 2020, these strategies can help you create a more inclusive workplace for your staff.

By Brooke Chaplan

Gender bias is not a simple topic. If you run a medical practice, you are probably already aware that cultural standards can have a negative impact on the way that your business is run. These strategies may help you create and maintain a more balanced workplace for your staff.

Implement Fair Hiring and Promotion Practices

The hiring process is the first and most obvious place where gender discrimination can occur. Although it is illegal to hire based on gender, unconscious bias can still influence employment decisions—especially if you run a large practice.

Take steps to hire based on accomplishments and qualifications first. Try reviewing resumes without the names attached so that you can objectively judge based on experience. During the actual interview process, bring in multiple members of the leadership team so that you can get a better understanding of how a candidate might fit in with your operation.

Create a Culture That Respects Degrees

Unconscious gender bias is an unfortunate reality in the medical industry. Although male and female doctors are equal in number, there is a tendency for parties of both genders to treat female physicians differently. They may be asked to do additional tasks for the practice, like planning meetings or after-work events, or they may simply be peppered with questions that interrupt their workday.

This problem is deeply rooted in culture and may not be easy to solve. In your individual practice, consider creating a standard of providing equal respect to people who have the same list of accomplishments. Physicians should not be in charge of cleaning up the office or hiring new staff members. Nurses have their own job duties and do not have time to fetch coffee or meeting notes. Delegate non-medical roles to members of your practice who have been hired to fill those positions.

Invest in Human Resources

As the leader of a medical practice, you can’t be expected to understand the full nuances of gender discrimination. Similarly, you can’t always watch for the ways that gender discrimination occurs both consciously and unconsciously.

A simple solution is to make sure that your human resources department is receiving an appropriate amount of funding. Whether you have an internal department or make use of an external company, take advantage of this valuable addition to your team.

Provide Legal Support

When gender discrimination does occur, you need to make sure that your practice is prepared to handle the situation. Look for a firm that provides gender discrimination law services and has experience working with the medical industry.

Although you may not need to keep your gender discrimination lawyer on retainer, it pays to have a good relationship with a firm that you know you can trust. Your lawyer may be able to answer specific questions and help you run your practice in a way that meets current legal recommendations.

Gender bias is slowly fading from society. As the owner or manager of a medical practice, you have a unique opportunity to create a positive and bias-free environment for the newest members of the field. Remain sensitive to gender issues, and remember that the effects of bias get in the way of the most important work: taking care of the patients.


Brooke Chaplan is a freelance writer and blogger. She lives and works out of her home in Los Lunas, New Mexico. She loves the outdoors and spends most of her time hiking, biking, and gardening. For more information, contact Brooke via Facebook at facebook.com/brooke.chaplan or Twitter @BrookeChaplan.

Disclaimer: The viewpoint expressed in this article is the opinion of the author and is not necessarily the viewpoint of the owners or employees at Healthcare Staffing Innovations, LLC.

Our 5 Most Popular Physician Articles of 2019

With 2020 on the horizon, we thought it would be a good time to take a look back on our most popular articles of the year. Read them here.

With 2020 on the horizon, we thought it would be a good time to take a look back at our most popular articles from the year. Given they all had plenty of views, there’s a chance you might have seen some of these before. However, take a look at the list below for our top five most popular physician blogs, in case you missed some of these great reads the first time around.

1. How to Cope When You Hate Your Job


Working in healthcare is just plain hard. So, how do you cope if and when your passion for it seems gone? Here are some things to try.
Read More →

2. Physicians and Suicidality: Identifying Risks and How to Help


Despite often being known as the healers, those who aim to save lives, it is estimated that as many as 400 physicians die by suicide in the U.S. each year.
Read More →

3. Do “Rude” Surgeons See Worse Patient Outcomes?


Not all surgeons are unprofessional. But when they are, do their patient outcomes suffer? It seems so, according to a new study published this week.
Read More →

4. The Top 5 In-Demand Specialties for Physicians


Selecting a specialty is one of the most important career-related decisions a physician will have to make. These five are in high demand.
Read More →

5. 5 Reasons to Give Travel Positions a Try


For those with a sense of adventure, travel positions need no other selling point. If you don’t have a natural love of travel, though, here are five other reasons to consider travel assignments.
Read More →

Disclaimer: The viewpoint expressed in this article is the opinion of the author and is not necessarily the viewpoint of the owners or employees at Healthcare Staffing Innovations, LLC.

On Call on Christmas? Here’s How to Cope.

If you celebrate Christmas and find yourself on the schedule, here are four ways to cope with being on call during the holiday.

If you work in the medical field, particularly in a hospital setting, having to work on Christmas is not out of the question. While a lot of private practices and clinics will close their doors for the holiday, hospitals do not have holiday hours. After all, illnesses and injuries strike indiscriminately, and they do not have a habit of checking the calendar before they do.

Though many who work during the Christmas holiday may be of a religion that does not celebrate it, or those who haven’t a family to celebrate with, if you do celebrate and find yourself on the schedule, here are four ways to cope with being on call for Christmas.

Remember the Reason for the Season

To many, the reason for the season is found in the importance of giving. From the presents tucked under the tree to the time spent with loved ones, giving is woven throughout the Christmas holiday. By working on Christmas, you are giving, as well. Not only to the patients you are treating, but also to your coworkers who you are “taking one for the team” for by allowing them to spend the holiday outside of the hospital. That surely makes you feel just a little merry.

Reschedule the Holiday

No one says you absolutely, without question, have to celebrate Christmas when everyone else does. Make your own traditions for the years you end up on call—celebrate Christmas Eve on the Eve of the Eve, open presents the day after Christmas. Your family is already likely used to being flexible, given your career, and they will be just as thrilled to celebrate with you a day early, or a day late, as they would be to celebrate with you right on time.

Give Yourself Something To Look Forward To

If you are on the schedule for Christmas, there is a fairly high probability that you will not have to work on other big holidays, such as New Year’s Eve or Valentine’s Day. Give yourself (and/or your likely very understanding spouse, if you have one) something to look forward to and make plans for the days you won’t have to work. The gratification may not be instantaneous, but it may boost your spirits just enough to get you through your shift.

Celebrate with Your Work “Family”

It takes a lot of people to staff a hospital, even on a holiday. Those people are in the same position as you, and all of you can find some comfort in that. Spread a little cheer by celebrating together with a potluck, catered meal, or Secret Santa type of gift exchange. Even if Christmas isn’t your holiday, a good meal or a fun gift can go a long way to get you through a shift.

Disclaimer: The viewpoint expressed in this article is the opinion of the author and is not necessarily the viewpoint of the owners or employees at Healthcare Staffing Innovations, LLC.