Promoting Organizational Change: A Urology Department-wide Wellness Program to Reduce Burnout.

INTRODUCTION

We developed a comprehensive wellness initiative to address burnout with specific interventions targeted at faculty, residents, nurses, administrators, coordinators, and other departmental personnel.

METHODS

A department-wide wellness initiative was implemented in October 2020. General interventions included monthly holiday-themed lunches, weekly pizza lunches, employee recognition events, and initiation of a virtual networking board. Urology residents received financial education workshops, weekly lunches, peer support sessions, and exercise equipment. Faculty were offered personal wellness days to use at their discretion at no penalty to their calculated productivity. Administrative and clinical staff were given weekly lunches and professional development sessions. Pre- and post-intervention surveys included a validated single-item burnout instrument and the Stanford Professional Fulfillment Index. Outcomes were compared using Wilcoxon rank-sum tests and multivariable ordinal logistic regression.

RESULTS

Among 96 department members, 66 (70%) and 53 (55%) participants completed the pre- and post-intervention surveys, respectively. Burnout scores were significantly improved after the wellness initiative (mean 2.06 vs 2.42, mean difference -0.36, = .012). An improvement was also observed in the sense of community (mean 4.04 vs 3.36, mean difference 0.68, < .001). Adjusting for role group and gender, completion of the curriculum was associated with decreased burnout (OR 0.44, = .025), increased professional fulfillment (OR 2.05, = .038), and increased sense of community (OR 3.97, < .001). The highest-rated components were monthly gatherings (64%), sponsored lunches (58%), and employee of the month (53%).

CONCLUSIONS

A department-wide wellness initiative with group-specific interventions can help reduce burnout and may improve professional fulfillment and workplace community.