The “PEP PULSE” 360 Survey
Burnout/Stress Awareness & Resilience Reinforcement:
Early Identification/Early Intervention using the “Team PULSE” model for colleagues and healthcare staff to give physicians feedback on their resilience strengths and any insights into how they are handling stress & burnout
1. Rationale – Prior to COVID-19, burnout rates for most physician specialties were estimated to be about 50%. In response to the unprecedented stressors associated with the Coronavirus, both providers and healthcare staff are likely to experience significant distress and burnout-related symptoms: emotional exhaustion, depersonalization, loss of personal accomplishment, and other behaviours that may compromise teamwork, communication, and quality of care. Unfortunately, the so-called “physician/nurse personality” can be characterized by a heightened sense of personal responsibility which can cause the double-edged sword of both having a strong dedication to patient care as well as reduced self-care. This leads to a reluctance to reach out for help for fear of feeling vulnerable or looking weak.
2. Early Identification – The “PEP” (Provider Engagement Perceptions) PULSE 360 Survey is brief (takes 1-2 minutes) and asks questions about resilience and well-being. The Survey also specifically asks the Rater to write open-ended comments about the qualities the Rater appreciates and values about the Ratee, which serves as a powerful morale booster.
3. Selecting Team Members – An “Early Identification / Early Intervention” approach is recommended by using the “Team PULSE” model. Team Members — physicians, nurses, and other staff — are all invited to select 3 Team Members:
a. one who is a “Resilience Role Model” and give him/her feedback;
b. one “Regular” who the rater works with regularly, and give feedback; and
c. one who is a “Rough-Timer,” and give him or her helpful and constructive feedback as well as acknowledgement about the qualities that others appreciate and value.
Note: the rater does not indicate which of these 3 categories are associated with any selected physician
4. Leadership Summary Report & PULSE 360 Reports – are available about 4-6 weeks after launch. A “Roll-up Ranking Report” shows how team members scored, compared to each other and to their healthcare comparison norm group. These findings are first reviewed with senior executive leadership along with a discussion about possible developmental interventions delivered either by the facility’s internal staff and resources, or by PULSE.
5. Early Intervention – If approved by senior executive leadership, individualized debriefings can be offered, including a 3-5 session tele-coaching and online education program covering burnout, stress, and resilience in high-stress healthcare settings for the “Rough-Timers” or for anyone who leadership thinks will benefit.
6. Timeline – PULSE conducts a 30-minute Orientation (by zoom or teams) for the group, launches the surveys, and then PULSE 360 Reports are available about 4-6 weeks later.
7. Learning Objectives – a) Increase the team member’s insight and self-awareness of their resilience skills;
b) acknowledge, appreciate, and validate their team members to support/raise morale; and
c) provide early intervention for those with any stress, burnout or wellness concerns.
Clear, actionable insights designed to transform individual and team performance. Ready to learn more?