Staffing; The Biggest Pain Point for Nursing Homes

1
00:00:01,900 --> 00:00:06,180
Welcome to another live recording
of the Nursing Home Podcast.

2
00:00:06,700 --> 00:00:10,610
The podcast that discusses
and deals head on with real

3
00:00:10,610 --> 00:00:12,199
issues facing the nursing home.

4
00:00:12,690 --> 00:00:15,480
In today's episode, we are
going to discuss something that

5
00:00:15,480 --> 00:00:17,460
we've discussed in the past.

6
00:00:18,070 --> 00:00:22,490
Uh, it's something that is very, very
real to nursing home administrators,

7
00:00:22,520 --> 00:00:24,770
operators, directors of nursing.

8
00:00:24,800 --> 00:00:29,800
And that is the nursing home staffing
challenge, the staffing shortage

9
00:00:30,419 --> 00:00:32,239
and everything that comes with it.

10
00:00:32,280 --> 00:00:35,470
So my guest on today's
episode is Sarah Wells.

11
00:00:35,480 --> 00:00:38,630
Sarah is the founder and CEO of Dropstat.

12
00:00:39,714 --> 00:00:43,235
They are combating clinical staffing
shortages, burnout, and rising costs

13
00:00:43,235 --> 00:00:44,974
of care through their solution.

14
00:00:45,404 --> 00:00:45,834
Job Center.

15
00:00:45,845 --> 00:00:47,414
Sarah, welcome to the
Nursing Home Podcast.

16
00:00:47,694 --> 00:00:48,495
Thank you so much.

17
00:00:48,504 --> 00:00:52,734
Thank you for having me, and thank
you for making this topic a priority.

18
00:00:53,744 --> 00:00:58,374
Yes, this topic is a priority, not
just for the podcast, but for anyone.

19
00:00:59,400 --> 00:01:03,540
Willing to either manage a nursing home
or send a loved one to a nursing home

20
00:01:03,540 --> 00:01:07,470
because you definitely want to make
sure that somebody sent there is well

21
00:01:07,470 --> 00:01:12,269
cared for so Just my listeners know
but they know about me a little bit But

22
00:01:12,269 --> 00:01:15,900
if you don't mind giving the 30 second
overview of how you got to doing what

23
00:01:15,900 --> 00:01:18,180
you're doing today So that we can learn
a little bit more about you before

24
00:01:18,350 --> 00:01:20,645
we jump into this Yeah, definitely.

25
00:01:20,655 --> 00:01:27,225
So, um, I'm a 12 year critical care trauma
nurse, um, spent years kind of, you know,

26
00:01:27,425 --> 00:01:32,075
on the, uh, on the acute side, on the
hospital side, walking through 20 million

27
00:01:32,414 --> 00:01:35,795
lobbies and 3 million, 4 million gardens.

28
00:01:35,795 --> 00:01:40,265
And then being told consistently that we
don't have a budget for staffing, um, or

29
00:01:40,295 --> 00:01:47,040
safe staffing, um, which is really what
we call the appropriate Um, and saw how it

30
00:01:47,040 --> 00:01:52,100
was directly impacting not just our care
and quality outcomes, meaning obviously

31
00:01:52,100 --> 00:01:55,760
I can't be resuscitating with, with the
team in one room and catching early stroke

32
00:01:55,760 --> 00:02:00,340
symptoms and or complications of, uh,
fairly routine surgeries in another room.

33
00:02:00,750 --> 00:02:03,319
So it was having impacts
on our patient outcomes.

34
00:02:03,650 --> 00:02:07,640
Um, noticed that it was also
having an impact on our revenue.

35
00:02:07,640 --> 00:02:10,500
Obviously you can't admit if you
don't have enough staff and, and

36
00:02:10,580 --> 00:02:13,920
not God forbid to refer to patients
as revenue, but that is how.

37
00:02:14,330 --> 00:02:17,079
You know, healthcare facilities
make, make their money by

38
00:02:17,359 --> 00:02:18,630
admitting and caring for patients.

39
00:02:18,630 --> 00:02:23,600
So, um, work my way up to kind of figure
out like, why was there this disconnect

40
00:02:23,600 --> 00:02:27,650
where our product is patient care and yet
we seem to not be able to afford patient

41
00:02:27,650 --> 00:02:29,050
care, but that is the product, right?

42
00:02:29,050 --> 00:02:34,020
That's why any of us have jobs in
healthcare and that the, um, the process.

43
00:02:34,219 --> 00:02:37,750
that the systems that we were
using, the workforce management

44
00:02:37,750 --> 00:02:39,540
systems were incredibly archaic.

45
00:02:39,690 --> 00:02:42,980
You know, essentially, if you think
about it, we're using gamma knife

46
00:02:42,980 --> 00:02:45,899
surgery on the eighth floor and
minimally invasive robotics on third.

47
00:02:45,900 --> 00:02:50,689
And I'm calling and texting staff to
come in, like it's 1950 and, um, realize

48
00:02:50,689 --> 00:02:55,129
that, you know, I had a tech background
as a bit of a tech nerd prior to that and

49
00:02:55,429 --> 00:03:00,300
realize that this is a scalable solution
and required some, you know, Improvements

50
00:03:00,300 --> 00:03:05,940
on the technology and, uh, realized that
once we got in that we were able to self

51
00:03:06,050 --> 00:03:08,250
save a whole lot more than expected.

52
00:03:08,250 --> 00:03:10,050
I did my own R and D in this space.

53
00:03:10,050 --> 00:03:14,950
By the way, I started picking up shifts in
senior care and outpatient surgeries and

54
00:03:14,950 --> 00:03:19,460
saw that this was really a comprehensive
issue with a huge addressable market.

55
00:03:19,490 --> 00:03:23,520
So it was not just an acute problem,
but obviously, as discussed, this is

56
00:03:23,610 --> 00:03:25,100
an issue that affects nursing homes.

57
00:03:25,100 --> 00:03:26,429
And this is pre covid.

58
00:03:27,050 --> 00:03:28,740
Obviously, it's gotten
a lot worse since then.

59
00:03:29,440 --> 00:03:33,890
Well, so, you're not just a tech person
who's like, let's throw technology

60
00:03:33,890 --> 00:03:35,410
at a problem and see if it sticks.

61
00:03:35,790 --> 00:03:39,610
You're kind of really marrying both
of your interests together, um, you

62
00:03:39,610 --> 00:03:41,760
know, something that's very meaningful,
something you've experienced.

63
00:03:42,230 --> 00:03:47,395
I will tell you, as a nursing home
person, Our, um, you know, the way we,

64
00:03:47,405 --> 00:03:50,855
our perspective on acute care is that
you guys have all the cool gadgets and

65
00:03:50,855 --> 00:03:54,534
you have the resources to do what you
need to do, um, including staffing,

66
00:03:54,534 --> 00:03:58,894
which is a challenge, but nothing close
to what goes on in nursing homes, but

67
00:03:59,234 --> 00:04:02,564
it's actually surprising to hear that
it's as challenging as you described.

68
00:04:03,295 --> 00:04:05,815
And by the way, there
was no texting in 1950.

69
00:04:07,715 --> 00:04:14,335
Col, , point, messenger, bird,
whatever it is that we . Right?

70
00:04:14,335 --> 00:04:18,935
But the point is, it it, it is, it is, uh,
it is ironic and it should be one of the

71
00:04:18,935 --> 00:04:21,515
most important parts of, of the business.

72
00:04:21,519 --> 00:04:25,525
And I will tell you though, when I
talk to, uh, my team and especially the

73
00:04:25,525 --> 00:04:29,935
clinicians, I make sure to tell them that
we're in the business of providing care.

74
00:04:29,935 --> 00:04:30,655
It's a business.

75
00:04:30,655 --> 00:04:31,345
I'm providing care.

76
00:04:31,350 --> 00:04:32,655
And there's absolutely
nothing wrong with that.

77
00:04:33,265 --> 00:04:37,005
And the more money we make, it's an
indication of the good care we're

78
00:04:37,005 --> 00:04:40,115
providing and it also facilitates
us to continue providing that

79
00:04:40,145 --> 00:04:42,255
and even higher levels of care.

80
00:04:42,255 --> 00:04:44,815
So this is something that
clinicians get very nervous when

81
00:04:44,815 --> 00:04:45,975
we start talking about money.

82
00:04:46,414 --> 00:04:51,085
And it really, it really is in
their best interest, meaning nurses,

83
00:04:51,094 --> 00:04:55,695
hopefully good nurses become nurses
because they care, um, if we're making

84
00:04:55,695 --> 00:04:58,844
money, then they'll be able to care,
the verb care, they'll be able to

85
00:04:58,844 --> 00:05:00,664
provide care in an even better way.

86
00:05:01,054 --> 00:05:04,704
So, so let's talk about, you're right, you
mentioned that this is even before COVID.

87
00:05:05,085 --> 00:05:06,685
Uh, what have you seen
that COVID has done?

88
00:05:07,265 --> 00:05:09,104
Uh, to the staffing challenge.

89
00:05:09,844 --> 00:05:12,655
Well, uh, like you said, you know,
there's always this, there's the

90
00:05:12,655 --> 00:05:16,174
business side of medicine, and then
there's the, the care delivery side of

91
00:05:16,175 --> 00:05:21,384
medicine, and, and, and healthcare, we
really are perceived as rival gangs.

92
00:05:21,815 --> 00:05:24,965
You know, we're, we're looking out
for the best interest of the patient

93
00:05:25,025 --> 00:05:30,145
and we perceive that the business
management team, um, is viewing

94
00:05:30,145 --> 00:05:34,585
us as a cost and not as a revenue
driver, especially in nursing.

95
00:05:34,735 --> 00:05:38,935
And, and that's, that's a really
problematic on, on many different

96
00:05:38,935 --> 00:05:42,105
levels because if you think about
it, The tech version of nursing is

97
00:05:42,105 --> 00:05:45,685
your client success team, but we're
not always perceived as the client

98
00:05:45,685 --> 00:05:47,145
success team in health care, right?

99
00:05:47,145 --> 00:05:49,715
We're sometimes we're
just, uh, we're a cost.

100
00:05:49,725 --> 00:05:52,885
Whereas even physicians are
perceived as revenue drivers, right?

101
00:05:52,894 --> 00:05:54,934
They're bringing patients
from their clinics.

102
00:05:54,945 --> 00:05:57,875
Some, some physicians are bringing
millions of dollars to the hospital.

103
00:05:57,885 --> 00:06:04,385
So, um, nurses have this, have a very
difficult time, um, justifying the cost

104
00:06:04,385 --> 00:06:09,064
of increased care, but we know, and we
see firsthand how that directly impacts.

105
00:06:10,515 --> 00:06:13,735
the length of stay, which is not
always covered by insurance, right?

106
00:06:13,735 --> 00:06:16,825
If there's complications, that's
completely covered by the facility.

107
00:06:17,185 --> 00:06:21,235
Um, so there's many areas in which,
you know, nurses are not thought of as

108
00:06:21,235 --> 00:06:23,405
revenue drivers, but they very much are.

109
00:06:23,724 --> 00:06:27,040
And if you speak to anyone who's had a
baby, who's had, uh, Unfortunately, on

110
00:06:27,040 --> 00:06:30,140
the other side of the life spectrum,
who's had a death in the family, they

111
00:06:30,140 --> 00:06:34,020
will tell you what their experience was
like with the nurses, but the nurses

112
00:06:34,020 --> 00:06:36,440
were either amazing or it was awful.

113
00:06:36,680 --> 00:06:40,050
And awful is usually going to come
down to unsafe ratios where they're

114
00:06:40,050 --> 00:06:44,115
just completely overwhelmed with
double the amount of, um, double

115
00:06:44,115 --> 00:06:47,445
the amount of, uh, patients that
they're safely able to care for.

116
00:06:47,825 --> 00:06:52,055
And, um, and if it was amazing, very
often it's could be the same nurse,

117
00:06:52,085 --> 00:06:56,164
but they just were completely over,
you know, understaffed one day and

118
00:06:56,165 --> 00:06:57,575
they were safely staffed another day.

119
00:06:57,575 --> 00:07:00,974
So in terms of the business
management, we need, there needs

120
00:07:00,974 --> 00:07:02,235
to be a lot of healing done.

121
00:07:02,485 --> 00:07:04,934
Um, you know, in terms
of that relationship.

122
00:07:05,495 --> 00:07:09,484
Um, and in terms of the, the physician
side also, we, you know, we're seeing

123
00:07:09,534 --> 00:07:13,335
a lot of increased pressure, um,
on the physicians where we weren't

124
00:07:13,335 --> 00:07:16,265
before, you know, you can't really
run two surgeries at the same time.

125
00:07:16,265 --> 00:07:19,174
So in some ways they're a little
bit protected from that, but the,

126
00:07:19,585 --> 00:07:24,814
the pressure to see twice the amount
of, uh, patients to make up for the

127
00:07:24,824 --> 00:07:26,794
decrease in reimbursement, I think.

128
00:07:27,020 --> 00:07:28,840
is probably being felt across the board.

129
00:07:29,159 --> 00:07:31,849
So to answer your question
though, um, where do I think

130
00:07:31,849 --> 00:07:32,880
that this has gotten worse?

131
00:07:32,900 --> 00:07:36,159
You know, we always had these issues
before this was a problem before COVID.

132
00:07:36,199 --> 00:07:38,770
You know, I stepped back to start
doing the R and D on drop set.

133
00:07:39,069 --> 00:07:42,570
Actually before COVID, we had issues
with safe staffing ratios, et cetera.

134
00:07:42,919 --> 00:07:46,340
Now the impacts on acute
care facilities are bad.

135
00:07:46,370 --> 00:07:50,060
I think the impacts on nursing homes
are catastrophic and I'll qualify that.

136
00:07:50,530 --> 00:07:54,760
Um, we lost 500, 000 nurses
to COVID fatigue where we

137
00:07:54,760 --> 00:07:56,400
knew that we had issues with.

138
00:07:58,395 --> 00:08:02,494
Staffing and reimbursement and how that
plays into how we structure our care.

139
00:08:02,955 --> 00:08:09,544
Um, imagine that you have an issue with a
conveyor belt and you're able to take out

140
00:08:09,565 --> 00:08:13,075
kind of the things that are problematic
from your conveyor belts on quality

141
00:08:13,075 --> 00:08:15,784
control from a quality perspective.

142
00:08:15,804 --> 00:08:18,544
But now if you put that
on warp speed, you're.

143
00:08:19,010 --> 00:08:21,049
you're going to see a whole
lot more problems, right?

144
00:08:21,069 --> 00:08:22,939
And that's really what COVID did to us.

145
00:08:22,959 --> 00:08:27,239
It took this conveyor belt of care
that we had, which had issues before,

146
00:08:27,630 --> 00:08:29,039
and it fast tracked everything.

147
00:08:29,039 --> 00:08:34,929
So what we saw was that in a desperate
need to meet the, the patient demand

148
00:08:34,939 --> 00:08:39,600
and the increased flux in, in census in
certain parts of the, of the country,

149
00:08:39,880 --> 00:08:46,140
we watched Uh, companies that had, uh,
that were kind of new into this space,

150
00:08:46,150 --> 00:08:51,180
let's say travel nursing companies and
outsourced labor companies lure staff

151
00:08:51,219 --> 00:08:57,689
away from their traditional bedside models
to these much higher paying jobs to meet

152
00:08:57,709 --> 00:09:03,150
demand need and offering 10, 000 jobs.

153
00:09:03,189 --> 00:09:04,900
Essentially, um.

154
00:09:05,439 --> 00:09:09,000
I hate to say it's like the, the
nursing home version of colonialism

155
00:09:09,089 --> 00:09:10,930
had, you know, hit, hit all of us.

156
00:09:11,150 --> 00:09:14,859
And, and what that happened, what, what
happened was that you have a resource

157
00:09:15,079 --> 00:09:19,089
that was kind of working, it had
problems, but now when you take away the

158
00:09:19,089 --> 00:09:23,750
team structure and now you're offering
them a lot more money and selling back

159
00:09:23,750 --> 00:09:28,550
essentially those staff members who were
It was just a procurement problem, right?

160
00:09:28,550 --> 00:09:31,860
If those health care organizations
had perhaps offered a little

161
00:09:31,860 --> 00:09:34,910
bit less, they would have still
been able to fill those needs.

162
00:09:34,950 --> 00:09:39,140
But essentially it was a diet pill
that was never meant to be permanent.

163
00:09:39,430 --> 00:09:39,830
Right.

164
00:09:40,110 --> 00:09:44,350
And what happened was that now that
you've taken the supply away from

165
00:09:44,350 --> 00:09:50,235
the healthcare systems and you've
put these, um, The the travel nursing

166
00:09:50,235 --> 00:09:51,855
companies in the driver's seat.

167
00:09:52,375 --> 00:09:58,084
It had a really, really bad impact on
the team and the integrity of the team

168
00:09:58,125 --> 00:10:03,704
in the hospital and in nursing homes
to, um, from a bedside care perspective,

169
00:10:03,904 --> 00:10:08,644
because now you have your internal staff
working side by side with people that

170
00:10:08,644 --> 00:10:12,544
are making not two times or three times
their pay four to five times their pay.

171
00:10:12,544 --> 00:10:17,734
Now, I understand that that was
necessary in order to fill quota, but

172
00:10:18,515 --> 00:10:22,905
There's no reason for that internal in
house staff member to stay now, right?

173
00:10:22,905 --> 00:10:26,425
Because they can do the same job that they
love, take care of the people they love.

174
00:10:26,425 --> 00:10:31,094
They'll just join that other, the
travel staffing company and often come

175
00:10:31,104 --> 00:10:35,084
back to the same organization that
they worked at at two to three times.

176
00:10:36,430 --> 00:10:42,030
So that's one problem where now
it's really hard once you get

177
00:10:42,080 --> 00:10:44,100
hooked on to excuse the expression.

178
00:10:44,100 --> 00:10:44,890
I am a trauma nurse.

179
00:10:45,500 --> 00:10:50,479
They are hooked on to this cocaine where
they were able to get staff quick and

180
00:10:50,490 --> 00:10:54,950
easy, but it wasn't cheap and it cost
them the integrity of their own teams.

181
00:10:55,170 --> 00:10:55,550
Right?

182
00:10:55,790 --> 00:10:57,520
So now they disempowered themselves.

183
00:10:57,954 --> 00:11:01,275
And it's really hard to get that back
now because here's what the nurses

184
00:11:01,275 --> 00:11:02,745
really liked about travel care.

185
00:11:03,094 --> 00:11:06,875
They like not having to do the hours
and hours of additional, you know,

186
00:11:06,875 --> 00:11:12,955
CEs and, and, you know, uh, having
micromanagers that perhaps were

187
00:11:12,955 --> 00:11:17,565
intended to be inspirational leaders,
but often organization organizations

188
00:11:17,675 --> 00:11:19,235
don't hire the best managers.

189
00:11:19,565 --> 00:11:22,735
And once they got pulled away from
that relationship, they were like,

190
00:11:22,735 --> 00:11:24,595
wow, this is total bliss and freedom.

191
00:11:24,635 --> 00:11:25,755
They don't have to put up with.

192
00:11:26,645 --> 00:11:29,694
excuse the expression, the
BS of working in house.

193
00:11:29,735 --> 00:11:33,025
And that's exactly the words that they'll
use if you speak to travel nurses.

194
00:11:33,025 --> 00:11:34,635
Why don't you want to go back to bedside?

195
00:11:34,635 --> 00:11:37,304
Why don't you want to go
back to just staying in house

196
00:11:37,305 --> 00:11:38,594
and having a permanent job?

197
00:11:38,614 --> 00:11:40,524
Isn't it more consistent?

198
00:11:40,545 --> 00:11:41,785
Isn't it more predictable?

199
00:11:41,795 --> 00:11:43,814
They'll tell you, I don't want
to have to put up with that.

200
00:11:44,124 --> 00:11:47,435
Um, there's a lot of like micromanaging
and a lot of oversight that

201
00:11:47,435 --> 00:11:49,255
they don't have when they work.

202
00:11:49,525 --> 00:11:55,060
You know, these, these These travel jobs
and that really disempowered the health

203
00:11:55,060 --> 00:11:58,890
care organizations and it put them in
a very very difficult place to try to

204
00:11:59,070 --> 00:12:05,359
to meet the cost of the the temporary
labor which was now Luring their own

205
00:12:05,359 --> 00:12:08,150
staff away to other parts of the country.

206
00:12:08,629 --> 00:12:15,420
Um, and where this was vaguely an issue
before, now the nurses that had stayed

207
00:12:15,420 --> 00:12:21,460
in hotels to ensure that they could
take care of their own patients safely

208
00:12:21,460 --> 00:12:22,930
and not put their families at risk.

209
00:12:22,969 --> 00:12:26,609
These nurses who were incredibly
loyal are now getting paid less.

210
00:12:27,040 --> 00:12:29,510
Um, they're having morale issues.

211
00:12:29,589 --> 00:12:31,859
They risked everything to stay.

212
00:12:31,859 --> 00:12:32,500
They didn't leave.

213
00:12:33,215 --> 00:12:38,984
And they then had their vacation
time, their PTO and their standard

214
00:12:38,984 --> 00:12:45,275
salary increases, you know, cut from
4% to about 2% in many organizations.

215
00:12:45,284 --> 00:12:48,635
So they're already
feeling hurt, belittled.

216
00:12:48,970 --> 00:12:53,870
disempowered, betrayed, and now they had
a lot of their benefits cut so that the

217
00:12:53,870 --> 00:12:59,980
organization can afford the astronomical
cost of care, which became, you know,

218
00:13:00,230 --> 00:13:04,719
you know, the, the rapid inflation
of travel and temporary staffing.

219
00:13:05,019 --> 00:13:08,260
So that was problem number
one that hit, um, with COVID.

220
00:13:09,610 --> 00:13:14,430
Concurrently, having nothing to do with
COVID, but obviously, um, this is an

221
00:13:14,440 --> 00:13:18,400
issue where, you know, healthcare needs
to take a good solid look at itself.

222
00:13:18,750 --> 00:13:21,989
We've never had these many
outlets away from bedside, right?

223
00:13:22,000 --> 00:13:26,770
Traditionally, nurses worked in hospitals,
nursing homes, um, urgent care clinics.

224
00:13:26,780 --> 00:13:32,710
Well, when payers decided that they could
get a mid level for half the cost of a

225
00:13:32,720 --> 00:13:37,170
physician, uh, nurses started to have
a lot more autonomy in their workplaces

226
00:13:37,170 --> 00:13:39,130
and say, why am I putting up with this?

227
00:13:39,324 --> 00:13:45,025
With if, you know, I can go back to school
for one year and make two times my salary

228
00:13:45,025 --> 00:13:48,805
and just have regular hours and not have
to work night shifts and not have to do,

229
00:13:49,204 --> 00:13:56,875
you know, a really rough 12 hours, um,
more mental care than manual labor care.

230
00:13:57,254 --> 00:14:01,495
Um, and then we have, you know,
med spas, and there's so many

231
00:14:01,495 --> 00:14:04,555
different things that have just
hit the market recently, kind of.

232
00:14:05,080 --> 00:14:07,040
They converged with COVID, right?

233
00:14:07,040 --> 00:14:11,100
So COVID created a huge wage
inflation in terms of temporary

234
00:14:11,100 --> 00:14:14,639
staffing and luring staff away from
the traditional bedside models.

235
00:14:14,640 --> 00:14:19,180
But we also had this issue concurrently
where we never had these many outlets

236
00:14:19,180 --> 00:14:24,889
away and options outside of bedside
and what that does to the, the um,

237
00:14:25,980 --> 00:14:31,590
The pool of staff available to work
bedside, obviously, is it dramatically

238
00:14:31,600 --> 00:14:37,539
decreases the number available the number
willing to stay and willing to stay

239
00:14:37,540 --> 00:14:41,969
with traditional models at the same time
that they have a lot more options and

240
00:14:41,969 --> 00:14:44,060
opportunities that they just never had.

241
00:14:45,439 --> 00:14:48,309
So I guess that's part one.

242
00:14:48,319 --> 00:14:48,669
There's some.

243
00:14:48,679 --> 00:14:49,009
Yeah.

244
00:14:49,819 --> 00:14:50,159
Yes.

245
00:14:50,160 --> 00:14:52,990
So first of all, thank you.

246
00:14:53,050 --> 00:14:56,549
You extremely very, very
eloquently described the problem.

247
00:14:57,275 --> 00:14:59,095
This is the problem that I am living.

248
00:14:59,165 --> 00:15:03,655
I'm currently a nursing home
administrator, and the building that I'm

249
00:15:03,685 --> 00:15:10,334
in, I guess we'll even name, we won't name
it for now, but the point is that they've

250
00:15:10,335 --> 00:15:15,634
been using agency staff, travel staff, all
these other types of solutions forever.

251
00:15:16,375 --> 00:15:19,934
And exactly how you described, we
have our own staff who have been paid.

252
00:15:21,030 --> 00:15:24,960
Minimally, the slight increases,
but nothing close to the

253
00:15:24,960 --> 00:15:25,780
people that they're working.

254
00:15:25,790 --> 00:15:28,440
Literally, they're sharing
assignments with people who are

255
00:15:28,440 --> 00:15:29,770
making way more money than them.

256
00:15:30,599 --> 00:15:32,420
These other people are not on call.

257
00:15:32,519 --> 00:15:35,319
When there's, uh, when there's
a call out, they're not the

258
00:15:35,330 --> 00:15:36,520
ones who are getting harassed.

259
00:15:36,600 --> 00:15:37,480
They are not the ones...

260
00:15:37,800 --> 00:15:41,550
Granted, they don't have some of the
facility benefits, but most of them

261
00:15:41,579 --> 00:15:45,150
either have another job or they have a
significant other that has a job where

262
00:15:45,730 --> 00:15:48,190
you get the benefits elsewhere, or they
don't need it, they can afford to pay

263
00:15:48,190 --> 00:15:50,620
it themselves because of the money that
they're making, and they prefer the

264
00:15:50,620 --> 00:15:57,349
flexibility that they have to the point
that the internal staff, they try to,

265
00:15:57,750 --> 00:16:00,399
I guess, emulate some of those perks,
even though they're not given to them,

266
00:16:00,399 --> 00:16:03,949
so I'm going to call out, because I'm in
the mood, because it's sunny and I want

267
00:16:03,949 --> 00:16:09,330
to go to the beach, And even though in
the good old days, that's voluntary, uh,

268
00:16:09,340 --> 00:16:12,580
resignation and voluntary termination,
but now what are you going to do?

269
00:16:12,650 --> 00:16:13,950
You're not going to call
me back for a shift?

270
00:16:13,950 --> 00:16:14,720
You need me tonight.

271
00:16:15,360 --> 00:16:19,239
And you better give me a raise, otherwise,
you know, I can't tell a hundred

272
00:16:19,240 --> 00:16:21,439
people who introduced themselves to me.

273
00:16:21,460 --> 00:16:23,240
Hi, my name is Sally.

274
00:16:23,319 --> 00:16:24,009
I need a raise.

275
00:16:24,010 --> 00:16:26,095
I'm like, Hi, nice to meet you.

276
00:16:26,125 --> 00:16:27,185
Maybe you need to be fired.

277
00:16:27,445 --> 00:16:28,265
I don't know who you are.

278
00:16:28,655 --> 00:16:33,475
You know that that's but it just it
breathes the sense of entitlement.

279
00:16:33,575 --> 00:16:36,905
And like you said, these are some of
the finest human beings on the planet,

280
00:16:37,535 --> 00:16:39,044
and I'm not exaggerating at all.

281
00:16:39,064 --> 00:16:42,064
These are people like you described,
they've been, they've literally put their

282
00:16:42,064 --> 00:16:44,875
lives at risk, aside for regular COVID.

283
00:16:47,610 --> 00:16:51,810
These people have worked 24 hours
straight, 36 hours straight,

284
00:16:51,810 --> 00:16:52,640
like they shouldn't have been.

285
00:16:53,040 --> 00:16:57,109
Sleeping in empty resident beds,
or on the floor, or wherever it is.

286
00:16:57,519 --> 00:16:58,950
Not getting paid crazy money.

287
00:17:00,270 --> 00:17:02,780
The healthcare heroes thing only
goes so far, because for the

288
00:17:02,789 --> 00:17:04,149
most part, it's lip service.

289
00:17:04,599 --> 00:17:07,499
Um, but it does not
give them any benefits.

290
00:17:07,870 --> 00:17:11,480
Um, it makes us feel a little bit
better when they're doing the stuff

291
00:17:11,480 --> 00:17:13,270
that the rest of society would never do.

292
00:17:13,780 --> 00:17:19,060
But at the day, for them, sometimes
it's even hurtful, um, and they're,

293
00:17:19,070 --> 00:17:24,089
they're disempowered, in a way, um,
and also the facilities are, some,

294
00:17:24,140 --> 00:17:27,169
many times feel extremely desperate,
that either you're paying astronomical

295
00:17:27,179 --> 00:17:31,540
fees, For these agency staff, and I
will add that, you know, not all agency

296
00:17:31,550 --> 00:17:34,340
staff are, um, are created equally.

297
00:17:34,890 --> 00:17:39,870
Um, but, but many times the agency
staff that come in don't care.

298
00:17:39,940 --> 00:17:43,040
Sometimes they're the, the money
chasers, and they're just looking

299
00:17:43,040 --> 00:17:46,240
for where they get the most money,
and they're not documenting.

300
00:17:46,390 --> 00:17:50,209
And when things happen, they're not
sharing falls and skin issues and

301
00:17:50,209 --> 00:17:52,189
pain and all sorts of other things.

302
00:17:52,189 --> 00:17:54,730
And they're not passing, they're
not doing the basics of their

303
00:17:54,730 --> 00:17:56,430
job, and that further escalates.

304
00:17:57,085 --> 00:18:02,485
The friction between the agency staff and
the in house staff and you know that that

305
00:18:02,495 --> 00:18:06,705
that that makes it even more difficult
there is a silver lining I can tell you

306
00:18:06,705 --> 00:18:12,895
but Because the moment you take back
control And I'm not scared of losing the

307
00:18:12,895 --> 00:18:15,784
couple of people who are going to say,
you know what, you know, there's a sheriff

308
00:18:15,794 --> 00:18:17,715
back in the house and we're running off.

309
00:18:18,155 --> 00:18:22,255
Some of them will, but the moment that
you, you show them that it doesn't matter

310
00:18:22,255 --> 00:18:25,374
how desperate we are, we're still going to
run this like an efficient organization.

311
00:18:25,815 --> 00:18:27,404
And we're going to have rules
here and you guys are going to

312
00:18:27,425 --> 00:18:29,704
be out for each other instead of
stabbing each other in the back.

313
00:18:30,094 --> 00:18:32,834
And we're not going to have one
CNA on the shift when there really

314
00:18:32,834 --> 00:18:34,084
should be two or three or four.

315
00:18:34,465 --> 00:18:36,405
And we're not going to have
people staying for doubles and

316
00:18:36,405 --> 00:18:37,495
triples when they shouldn't be.

317
00:18:37,959 --> 00:18:38,320
Right.

318
00:18:38,600 --> 00:18:41,889
Instead of disempowering them and
sending people flying, I can tell

319
00:18:41,889 --> 00:18:45,439
you from first hand experience,
um, it's the opposite effect.

320
00:18:45,439 --> 00:18:46,870
People are like, where were you until now?

321
00:18:47,430 --> 00:18:47,820
Right.

322
00:18:47,850 --> 00:18:50,160
You know, you know, finally
taking the power back.

323
00:18:50,160 --> 00:18:50,529
So Yeah.

324
00:18:52,120 --> 00:18:52,790
What do you think?

325
00:18:52,840 --> 00:18:56,410
So we understand that
it's a bleak situation.

326
00:18:56,480 --> 00:18:57,020
Yeah, go ahead.

327
00:18:57,610 --> 00:19:02,040
Yeah, so I think you have two unique
issues that, um, you know, where we

328
00:19:02,040 --> 00:19:04,420
said that it's bad on the acute side.

329
00:19:04,420 --> 00:19:06,849
It's, it's catastrophic
on the nursing home side.

330
00:19:06,859 --> 00:19:12,029
What we're seeing with our
clients is that, um, so we service

331
00:19:12,030 --> 00:19:13,500
hospitals and nursing homes.

332
00:19:13,500 --> 00:19:19,660
And so what we're seeing is that magnet
status hospitals where, uh, that's kind

333
00:19:19,660 --> 00:19:23,109
of the gold standard label label that is.

334
00:19:23,845 --> 00:19:27,985
allocated to healthcare facilities
that have, you know, great

335
00:19:27,985 --> 00:19:29,395
retention and great staffing.

336
00:19:29,395 --> 00:19:35,915
So it used to be that the, the entry
level for nurses in magnet hospitals

337
00:19:35,915 --> 00:19:39,545
where there's quote unquote nursing
excellence is BSN prepared nurses.

338
00:19:40,635 --> 00:19:43,065
After COVID, we watched that drop to RNs.

339
00:19:44,009 --> 00:19:49,160
And then we watched it drop to LPNs,
where traditionally those pools of

340
00:19:49,160 --> 00:19:52,300
staff were allocated to nursing homes.

341
00:19:52,310 --> 00:19:53,909
So their nursing homes were protected.

342
00:19:54,139 --> 00:19:59,709
Well, now you have healthcare
systems with much deeper pockets

343
00:20:00,440 --> 00:20:03,100
additionally luring your staff away.

344
00:20:05,120 --> 00:20:11,790
And this is converging at the same
time with boomers having their, I

345
00:20:11,840 --> 00:20:16,689
honestly think that their impact has
not even been felt yet, because there's

346
00:20:16,689 --> 00:20:20,259
a lot of medications that many of
them are on that are putting a lot of

347
00:20:20,310 --> 00:20:23,560
comorbid issues at bay nursing home.

348
00:20:24,075 --> 00:20:25,985
patients have never been this sick.

349
00:20:26,345 --> 00:20:32,255
Traditionally, um, you know, there
wasn't a home care model that was

350
00:20:32,255 --> 00:20:33,915
used to take your stable patients.

351
00:20:33,924 --> 00:20:38,245
Well, now that there is one, um, patients
in nursing homes are sicker and their

352
00:20:38,245 --> 00:20:40,244
pool is getting smaller and smaller.

353
00:20:40,254 --> 00:20:45,624
So I feel like these are the
good old days of staffing.

354
00:20:45,635 --> 00:20:50,330
And I hate to say that because I know
that this Has a direct impact on you.

355
00:20:50,330 --> 00:20:54,280
But if we look at the fact that
there's also one million nurses aging

356
00:20:54,280 --> 00:20:57,000
out of bedside care, the median age
of the nurse, if you look at that,

357
00:20:57,000 --> 00:21:03,449
we're looking at losing 38% of our
nursing staffing pool next year.

358
00:21:04,070 --> 00:21:08,309
So this is not going to get better.

359
00:21:08,310 --> 00:21:09,229
I think that.

360
00:21:09,550 --> 00:21:10,740
I completely agree.

361
00:21:10,780 --> 00:21:15,090
I think that people like to feel safe in
their work spaces and they like to feel

362
00:21:15,090 --> 00:21:18,640
like their standards and that somebody
cares about their patients like they do.

363
00:21:19,000 --> 00:21:23,510
And when you're advocating for safe
patient care by disallowing staff who

364
00:21:23,519 --> 00:21:28,140
come in late and don't document and
don't provide, um, care, I think there's

365
00:21:28,150 --> 00:21:33,210
nothing more critical, um, for your nurses
that are loyal and that are, are good.

366
00:21:33,230 --> 00:21:34,070
It won't keep.

367
00:21:34,795 --> 00:21:38,195
It won't keep people there who
are not invested, but it, I

368
00:21:38,215 --> 00:21:43,035
think it absolutely will keep the
ones that you want to be there.

369
00:21:43,285 --> 00:21:47,654
And I think that that's
what keeps people going.

370
00:21:47,665 --> 00:21:50,745
Because if you think about it, they could
go right now and get a job at a Starbucks

371
00:21:50,745 --> 00:21:54,275
for about the same price and just make
macchiatos all day, but they chose to

372
00:21:54,285 --> 00:21:58,775
be in one of the toughest, um, You know,
areas of health care where they're doing

373
00:21:58,775 --> 00:22:03,315
a lot of manual labor for people who are
slowly deteriorating and you do create

374
00:22:03,315 --> 00:22:07,395
connections with your residents, and
it's very difficult to lose, you know,

375
00:22:07,395 --> 00:22:11,105
residents and to see people deteriorate,
and they put themselves in that line

376
00:22:11,105 --> 00:22:14,224
of fire every single day, and those are
the people that you want to keep, and

377
00:22:14,225 --> 00:22:18,695
those are the people who are not going to
respect you if you don't care about what

378
00:22:18,695 --> 00:22:20,835
they care about, and that is patient care.

379
00:22:21,575 --> 00:22:22,055
This is true.

380
00:22:22,055 --> 00:22:24,425
I mean, this is a question that
always bothered me from the

381
00:22:24,425 --> 00:22:25,844
second I got into this industry.

382
00:22:26,210 --> 00:22:30,230
is that why would somebody be a CNA
getting paid sometimes less than

383
00:22:30,230 --> 00:22:33,760
what they could get paid at, you
know, Dunkin Donuts, at least in

384
00:22:33,780 --> 00:22:37,040
Massachusetts, down the block, or
whatever, some other fast food chain?

385
00:22:37,534 --> 00:22:42,575
And they can, uh, and over there,
the worst case scenario is that

386
00:22:42,575 --> 00:22:43,875
you burned somebody's bagel.

387
00:22:44,235 --> 00:22:44,445
Yeah.

388
00:22:44,475 --> 00:22:45,475
You spilled somebody's coffee.

389
00:22:45,504 --> 00:22:47,294
Over here, you didn't
provide the proper care.

390
00:22:47,294 --> 00:22:48,564
This person got a wound and died.

391
00:22:48,684 --> 00:22:49,475
They lost a toe.

392
00:22:50,014 --> 00:22:52,715
And why, why would you
do this to begin with?

393
00:22:53,245 --> 00:22:57,684
I believe strongly that
there's two groups of people.

394
00:22:57,995 --> 00:23:03,445
They are the people who, um, the good
people, I guess, who, the reason why

395
00:23:03,445 --> 00:23:06,844
they do is because they don't want to
provide people with delicious breakfast.

396
00:23:06,874 --> 00:23:08,215
They want to make a real difference.

397
00:23:08,465 --> 00:23:11,364
Not that there's something wrong
with being in the, in the retail food

398
00:23:11,364 --> 00:23:14,635
industry, but they want to do something
much deeper, much more meaningful, and

399
00:23:14,644 --> 00:23:17,834
they want to keep people alive, keep
people healthy, and it's a calling.

400
00:23:18,264 --> 00:23:20,935
And they don't, they prefer to
make as much money as they can.

401
00:23:21,350 --> 00:23:22,680
But they don't want to go there.

402
00:23:23,190 --> 00:23:26,180
There's another group, and I'm
oversimplifying this, and these are

403
00:23:26,200 --> 00:23:30,140
the people who really don't care about
if the patient loses a toe, to them

404
00:23:30,149 --> 00:23:31,500
it's the same thing as burning a bagel.

405
00:23:31,980 --> 00:23:32,590
And those are the...

406
00:23:33,980 --> 00:23:37,790
I've seen these people, and
unfortunately, these are the people

407
00:23:37,860 --> 00:23:39,470
you don't want in your organization.

408
00:23:39,660 --> 00:23:40,740
You really, really don't.

409
00:23:40,740 --> 00:23:44,220
And these are the people who are
literally dangerous to the patients.

410
00:23:44,760 --> 00:23:48,230
Sometimes, though, they'll be
very, you know, they will pick up

411
00:23:48,230 --> 00:23:49,700
a lot of shifts, unfortunately.

412
00:23:50,490 --> 00:23:53,390
And that's when sometimes you have
a lot of, a lot of these issues.

413
00:23:54,110 --> 00:23:58,340
But, um, but, but this is really true as
some of the fine, I, you know, I really

414
00:23:58,340 --> 00:24:04,470
say that some of the finest human beings
are sitting LPNs, CNAs, they're working

415
00:24:04,470 --> 00:24:08,169
crazy hours, they have families, some of
them are single parents, they're trying

416
00:24:08,169 --> 00:24:11,480
to put their kids through college, they're
doing amazing things, and they're the

417
00:24:11,480 --> 00:24:14,900
ones who are going to make sure that
the extra touches, extra lotion that is

418
00:24:14,910 --> 00:24:18,410
not on the treatment plan is done, um,
Just because this is how Betty likes it

419
00:24:18,430 --> 00:24:22,220
done, and her hair is combed a certain
way, and those are, those are the

420
00:24:22,230 --> 00:24:26,340
people that really, really make that,
you know, that, not just the experience

421
00:24:26,340 --> 00:24:29,270
from a customer service standpoint,
but even the care, it could literally

422
00:24:29,329 --> 00:24:30,789
make a difference in life and death.

423
00:24:30,869 --> 00:24:34,039
And, you know, those are the people that
we want to retain in our organizations.

424
00:24:34,570 --> 00:24:37,629
Um, and I know, you know,
you mentioned clients.

425
00:24:38,300 --> 00:24:44,110
Um, tell us a little bit about
how DropStat got started, um,

426
00:24:44,200 --> 00:24:47,259
and specifically how it addresses
the issues that we're discussing.

427
00:24:47,760 --> 00:24:48,710
Yeah, definitely.

428
00:24:48,730 --> 00:24:52,430
So, um, you know, when we look around,
we're seeing, like, you know, we,

429
00:24:52,519 --> 00:24:59,360
we mentioned before, and I, I want
to quantify that by saying that I, I

430
00:24:59,400 --> 00:25:04,040
absolutely see tremendous value in what,
um, travel and temporary staff does.

431
00:25:04,765 --> 00:25:08,465
Bring to the table when they are
when they're good and engaged.

432
00:25:08,815 --> 00:25:13,335
I don't I don't see that going away
anytime soon But what we want to do at

433
00:25:13,355 --> 00:25:17,365
drop stat is re empower the healthcare
organization We see the most important

434
00:25:17,374 --> 00:25:21,705
relationship is the triad between
the the patient the provider and the

435
00:25:21,705 --> 00:25:24,844
organization that brings them together
So that is our absolute priority.

436
00:25:25,214 --> 00:25:30,195
So our entire model is completely
focused on helping healthcare employers

437
00:25:31,380 --> 00:25:35,890
re empower them and make sure that
they have the tools that they need to

438
00:25:35,950 --> 00:25:40,990
automate workforce processes that were
highly manual and not well managed,

439
00:25:41,239 --> 00:25:46,959
um, give them total transparent, um,
insight into their labor costs, whereas

440
00:25:46,979 --> 00:25:49,620
now it's kind of a black hole, like you.

441
00:25:50,135 --> 00:25:54,445
You'll see that there was a bonus applied
to a shift, but you don't know, um, well,

442
00:25:54,465 --> 00:25:56,915
did they try 25 less two days earlier?

443
00:25:57,125 --> 00:25:59,624
Um, we're always short Mondays 7 to 11.

444
00:25:59,625 --> 00:26:03,275
How come we're acting surprised the night
before and we add a 200 bonus, right?

445
00:26:04,194 --> 00:26:07,575
So there's a lot of kind of black holes.

446
00:26:07,845 --> 00:26:11,615
of, uh, the cost of care
delivery at drops that our vision

447
00:26:11,615 --> 00:26:12,745
statement is safe staffing.

448
00:26:12,765 --> 00:26:14,805
Obviously that means safe
staff to patient ratios.

449
00:26:14,805 --> 00:26:18,324
When we talk about retention, there
is nothing that will burn your team

450
00:26:18,335 --> 00:26:22,814
out faster than having an unsafe labor
load and being accountable to the same

451
00:26:22,814 --> 00:26:27,014
standards of practice on their license
and being, um, legally and criminally,

452
00:26:27,015 --> 00:26:30,495
um, in some cases responsible as we're
seeing lately with some of, some of

453
00:26:30,495 --> 00:26:33,930
the cases that are coming out often
due to unsafe staffing and, You know,

454
00:26:33,940 --> 00:26:36,940
if you speak to attorneys that are
responsible for, you know, wrongful

455
00:26:36,940 --> 00:26:40,670
death lawsuits, a massive percentage of
them all come down to unsafe staffing.

456
00:26:40,670 --> 00:26:46,299
So for us, we see safe staffing as
the most critical starting block of

457
00:26:47,010 --> 00:26:50,679
everything that happens in terms of
the cost and quality of care delivery.

458
00:26:50,679 --> 00:26:52,389
So our objective.

459
00:26:52,719 --> 00:26:56,139
is to help healthcare organizations
streamline their process,

460
00:26:56,179 --> 00:26:59,610
understand, um, their staffing
needs well in advance, right?

461
00:26:59,610 --> 00:27:03,480
So we're, we're kind of, we think
of ourselves as, as more like the

462
00:27:03,480 --> 00:27:07,990
sales force of workforce management
rather than competing with existing

463
00:27:07,990 --> 00:27:09,530
workforce management products.

464
00:27:09,530 --> 00:27:11,879
We don't really see that as a competitor.

465
00:27:12,330 --> 00:27:14,570
We're looking more at a new
category that we're looking to

466
00:27:14,590 --> 00:27:16,100
create called workforce automation.

467
00:27:16,100 --> 00:27:19,550
So what we do is we use machine learning
and AI to predict your healthcare

468
00:27:19,550 --> 00:27:21,410
staffing needs 60 days in advance.

469
00:27:21,410 --> 00:27:27,049
And we build you an internal marketplace
where, um, where you were tracking

470
00:27:27,049 --> 00:27:28,479
your metrics, your call out patterns.

471
00:27:28,480 --> 00:27:30,980
And you can see, well, Monday,
seven to 11, we're typically

472
00:27:30,980 --> 00:27:32,480
chronically short by seven or eight.

473
00:27:32,870 --> 00:27:34,740
Um, that could be where
all your call outs are.

474
00:27:34,770 --> 00:27:34,970
Right.

475
00:27:34,970 --> 00:27:36,750
So you think you're safely
staffed, but really that could

476
00:27:36,760 --> 00:27:37,780
be your most expensive shift.

477
00:27:37,780 --> 00:27:41,210
And that could be costing you
more than unfilled shift gaps.

478
00:27:41,240 --> 00:27:43,680
Maybe it's easier to fill your
Wednesday and Friday, right?

479
00:27:44,060 --> 00:27:49,819
So what we're able to do is trace the
increased costs of, you know, where,

480
00:27:49,900 --> 00:27:52,510
where are you paying your standard
labor costs and where are you paying

481
00:27:52,510 --> 00:27:55,680
premium labor costs, whether it's
agency overtime bonuses, or sometimes a

482
00:27:55,680 --> 00:27:57,724
combination of the two of those, which is.

483
00:27:58,075 --> 00:28:03,375
Really, really kind of the kryptonite
of health care staffing costs, right?

484
00:28:03,375 --> 00:28:06,844
So we, we create patterns and
we feed them back to the client

485
00:28:06,885 --> 00:28:08,285
and we create recommendations.

486
00:28:08,325 --> 00:28:11,305
Obviously, as we're creating
recommendations manually, we're

487
00:28:11,305 --> 00:28:14,314
training our AI models on that
and that will become automatic.

488
00:28:14,314 --> 00:28:18,285
So, so we're in the horse and buggy
days of what we're, what we're

489
00:28:18,285 --> 00:28:19,765
really looking to do at Dropset.

490
00:28:19,785 --> 00:28:22,735
So the first product we have is our
ability to predict your staffing needs.

491
00:28:22,735 --> 00:28:25,145
And the next product is our,
obviously our scheduled.

492
00:28:25,445 --> 00:28:29,035
Scheduling product where
we're able to automate the um,

493
00:28:29,085 --> 00:28:30,445
publishing of those schedules.

494
00:28:30,445 --> 00:28:34,485
We don't really 2023 This is the
age of facial recognition software.

495
00:28:34,485 --> 00:28:37,194
We don't need someone to click
review and publish, right?

496
00:28:37,515 --> 00:28:41,694
Um, so we automate that that
process We're able to show the up

497
00:28:41,694 --> 00:28:45,245
charges on the day and where those
drivers are coming from in a way.

498
00:28:45,245 --> 00:28:48,880
That's union compliant
um Sidebar as a nurse.

499
00:28:48,910 --> 00:28:51,590
I know unions have a really bad
name on the business management

500
00:28:51,590 --> 00:28:55,950
side, but I would not have gotten,
um, any break probably ever.

501
00:28:56,240 --> 00:28:59,470
Um, if not for a union protection
and, you know, especially in busy

502
00:28:59,470 --> 00:29:00,810
places like years and traumas.

503
00:29:00,810 --> 00:29:06,119
And, um, it really, I felt like it saved
my ability to provide even safer care

504
00:29:06,139 --> 00:29:08,780
because you don't notice when you're
taking care of your patients that you

505
00:29:08,780 --> 00:29:13,340
haven't eaten all day and you haven't, you
know, so I have a lot of gratitude to the,

506
00:29:13,370 --> 00:29:16,910
to the unions that protected me and my
apologies because I'm sure that there's,

507
00:29:17,125 --> 00:29:21,345
Horror stories both ways, but um, yeah,
this is a whole separate conversation.

508
00:29:21,355 --> 00:29:23,855
Maybe even another episode
that really cares about that.

509
00:29:24,945 --> 00:29:29,845
Yeah Um, so in that we've created a
union compliance system so that whether

510
00:29:29,845 --> 00:29:34,095
you're union or not, you can roll
us out Um, so we automate decision

511
00:29:34,095 --> 00:29:37,434
support and that means that you know
maybe jessica is available from one

512
00:29:37,434 --> 00:29:42,070
of your other portfolio facilities and
So is Lisa in two hours of overtime?

513
00:29:42,070 --> 00:29:44,530
And you've also applied a bonus
for anyone who's not in overtime.

514
00:29:44,530 --> 00:29:46,090
How do you make a cost efficient decision?

515
00:29:46,090 --> 00:29:50,210
So drops that just automates that
again, in a way that's union compliant.

516
00:29:50,479 --> 00:29:54,410
Um, and obviously, you know, the
system self approves anyone who's

517
00:29:54,420 --> 00:29:55,719
not going to be in overtime.

518
00:29:55,719 --> 00:29:57,390
So there's automation so far.

519
00:29:57,390 --> 00:29:58,519
There's no schedule involvement.

520
00:29:58,520 --> 00:29:58,760
Right.

521
00:30:00,730 --> 00:30:04,670
Yeah, this is my question, is
the scheduler managing this or

522
00:30:04,670 --> 00:30:06,130
is this replacing the scheduler?

523
00:30:07,070 --> 00:30:08,569
Well, not yet.

524
00:30:08,970 --> 00:30:12,310
So we're, this is where the
scheduler involvement comes.

525
00:30:12,310 --> 00:30:15,349
It's, they're looking at the screen
like, they should be looking at the

526
00:30:15,349 --> 00:30:16,750
screen like air traffic control.

527
00:30:17,050 --> 00:30:20,184
And they should be managing, you
know, um, well, I'm going to use,

528
00:30:20,235 --> 00:30:23,735
Jessica, who's an LPN for the CNA
shift, because I'm down at CNA.

529
00:30:23,735 --> 00:30:27,945
So that's the process that we want
them to be still managing, right?

530
00:30:27,945 --> 00:30:29,995
They have to look at their
numbers and say, I have my

531
00:30:29,995 --> 00:30:31,954
eight hours minimum of RN care.

532
00:30:31,955 --> 00:30:33,545
This RN will work as an LPN.

533
00:30:33,565 --> 00:30:36,025
So as they're doing that,
again, our machine learning

534
00:30:36,025 --> 00:30:37,374
is tracing what they're doing.

535
00:30:37,950 --> 00:30:40,880
Where you say, you know, we're
creating more of an automated

536
00:30:40,970 --> 00:30:42,930
product that we're getting there.

537
00:30:43,240 --> 00:30:44,220
It's, we're not there yet.

538
00:30:44,240 --> 00:30:46,100
We don't have enough data
to automate that yet.

539
00:30:46,540 --> 00:30:49,530
Um, meaning all the different
inflections and decisions that are

540
00:30:49,530 --> 00:30:50,859
possible, but they're permutations.

541
00:30:51,059 --> 00:30:53,630
Eventually, the product will be
able to do that, God willing.

542
00:30:54,000 --> 00:30:58,220
So, um, we've also kind of
automated safe staffing rewards.

543
00:30:58,220 --> 00:31:01,230
We're a partner now with
Amazon, so we've created, um, a

544
00:31:01,230 --> 00:31:02,620
rewards and retention program.

545
00:31:02,620 --> 00:31:05,709
Every time a scheduler approves
someone who's not in overtime, um,

546
00:31:05,710 --> 00:31:09,065
they get, They get points towards
Amazon gift cards, and it's de minimis.

547
00:31:09,075 --> 00:31:10,055
There's no tax issues.

548
00:31:10,055 --> 00:31:14,125
And on the staff side, every time
they pick up an extra shift, we reward

549
00:31:14,125 --> 00:31:16,435
them, and we shout out gratitude.

550
00:31:16,435 --> 00:31:19,385
We have a gratitude feed that's
automated, um, and it looks like

551
00:31:19,385 --> 00:31:21,295
it's organic coming from the admin.

552
00:31:21,525 --> 00:31:23,375
And then they get safe
staffing points as well.

553
00:31:23,375 --> 00:31:25,945
And the rewards program is
something we're really proud of,

554
00:31:25,945 --> 00:31:27,565
and we're expanding that as well.

555
00:31:28,030 --> 00:31:33,190
Um, in collaboration with Amazon and,
um, in terms of, you know, kind of

556
00:31:33,200 --> 00:31:36,110
the other bells and whistles that we
have also coming, we have kind of a

557
00:31:36,110 --> 00:31:39,419
whole mental health platform that's
being built out in collaboration

558
00:31:39,420 --> 00:31:44,640
with Bayer and a few other products
where we're able to track how staff.

559
00:31:45,210 --> 00:31:49,200
feel after their shifts and, and kind
of shuffle them into the right mental

560
00:31:49,200 --> 00:31:52,460
health products that will support them
and support frontline healthcare staff.

561
00:31:52,460 --> 00:31:56,780
And these are not things that
cost extra to the, um, employer.

562
00:31:56,780 --> 00:32:00,480
And that's really important because
right now there's so much that's

563
00:32:00,480 --> 00:32:02,129
changing so quickly in healthcare.

564
00:32:02,370 --> 00:32:05,810
We don't want healthcare employers
to have to be tasked with things

565
00:32:05,810 --> 00:32:07,120
that should be automated as well.

566
00:32:07,130 --> 00:32:08,230
This is not just automated.

567
00:32:08,585 --> 00:32:12,515
Automating superfluous
workflows on the scheduler side.

568
00:32:12,825 --> 00:32:17,225
Um, but also on the business management
side as well, you know, thanking staff

569
00:32:17,225 --> 00:32:24,345
members, shouting out gratitude for,
you know, shifts worked on time, um,

570
00:32:25,115 --> 00:32:27,805
managing the quality of external labor.

571
00:32:27,805 --> 00:32:31,214
You mentioned that, you know, you're
having issues sometimes where I

572
00:32:31,224 --> 00:32:34,135
think it's standard across the board
where there's issues with some.

573
00:32:34,770 --> 00:32:36,520
External labor, not documenting.

574
00:32:36,530 --> 00:32:41,580
So we have quality controls on that
where, um, external labor are rated

575
00:32:41,590 --> 00:32:47,110
on kind of objective metrics arrives
on time, leaves on time and, um,

576
00:32:47,120 --> 00:32:50,670
documents appropriately, like there's,
there's other metrics where we quantify

577
00:32:50,670 --> 00:32:53,559
whether this is someone that you even
want working in your organization.

578
00:32:54,069 --> 00:32:58,389
And, um, right now I think our
biggest priority is that we're

579
00:32:58,429 --> 00:32:59,719
integrating with a lot of.

580
00:32:59,875 --> 00:33:01,995
Um, temporary staffing marketplaces.

581
00:33:01,995 --> 00:33:04,895
And what that's going to provide
us is that kind of source of truth.

582
00:33:04,925 --> 00:33:09,085
Because you want to talk about the
issues that you're having right now

583
00:33:09,085 --> 00:33:10,745
with multiple, we call it solution.

584
00:33:10,745 --> 00:33:16,585
Can you use it right for staff members now
have the ability to clock in on multiple,

585
00:33:17,105 --> 00:33:19,325
um, temporary staffing platforms, right?

586
00:33:19,325 --> 00:33:26,125
So they came in and eShift may be
offering more, and then they...

587
00:33:26,135 --> 00:33:30,475
Well, I have a problem right now, which,
uh, because this has not been monitored

588
00:33:30,475 --> 00:33:35,165
properly, I noticed some of my own staff
coming in through another system, and,

589
00:33:35,295 --> 00:33:38,164
you know, so I called them, and they're
like, well, that shouldn't be happening.

590
00:33:38,164 --> 00:33:40,635
They blocked them, and now they won't see
shifts from our facility, and I called

591
00:33:40,635 --> 00:33:42,105
the staff member and said, not okay.

592
00:33:42,435 --> 00:33:46,615
You're, you're, you work here as, it
actually was a part time employee,

593
00:33:46,615 --> 00:33:48,165
but you have a set schedule here.

594
00:33:48,165 --> 00:33:49,015
This is your facility.

595
00:33:49,685 --> 00:33:51,475
And you're going somewhere else
just to make a little bit more,

596
00:33:51,475 --> 00:33:52,965
you know, a little bit more money.

597
00:33:53,075 --> 00:33:55,095
So first of all, it's a horrible
message to everybody else.

598
00:33:55,615 --> 00:33:56,715
That's not okay.

599
00:33:57,125 --> 00:33:59,585
But I, I want to just jump
in on what you're saying.

600
00:33:59,635 --> 00:34:00,725
I'm just listening.

601
00:34:01,225 --> 00:34:03,744
This is not our first conversation
about your product and I'm

602
00:34:03,745 --> 00:34:04,845
trying to wrap my head around it.

603
00:34:05,095 --> 00:34:08,775
I see just even before all the
specifics that you're discussing.

604
00:34:09,465 --> 00:34:13,545
On a high level administration, many
times makes good decisions about

605
00:34:13,835 --> 00:34:18,405
workforce management does not have
the bandwidth to implement them.

606
00:34:18,715 --> 00:34:22,625
So, for example, anytime somebody
picked up extra shift, it's a no

607
00:34:22,625 --> 00:34:24,335
brainer to give them a small gift card.

608
00:34:24,465 --> 00:34:25,065
Thank you.

609
00:34:25,094 --> 00:34:28,455
Or whatever, but practically
speaking, because of everything else.

610
00:34:28,955 --> 00:34:30,805
That's going on a regulatory compliance.

611
00:34:30,805 --> 00:34:34,235
I mean, we don't even have to get started
with the myriad other issues staffing Even

612
00:34:34,235 --> 00:34:38,315
if staffing was fine managing a nursing
home is extremely complex process But

613
00:34:38,945 --> 00:34:45,140
so the ability to thank them properly is
huge Um, I, you know, I had someone, I

614
00:34:45,140 --> 00:34:48,940
hope she won't be mad at me if she listens
to this, but we had someone who worked,

615
00:34:49,520 --> 00:34:55,809
um, I guess this is okay, but they were
on for a double shift and then had to

616
00:34:55,809 --> 00:35:00,510
extend their stay, um, and was not once
or twice and was not happy about it.

617
00:35:00,539 --> 00:35:02,790
One of our best nurses, and she resigned.

618
00:35:03,595 --> 00:35:08,725
And, you know, we had an exit conversation
to understand and all the things that,

619
00:35:08,745 --> 00:35:11,645
you know, that she pointed out was these
were all the things that need to be

620
00:35:11,645 --> 00:35:13,275
fixed in the, you know, in the building.

621
00:35:13,295 --> 00:35:14,275
That's where she was resigning.

622
00:35:14,305 --> 00:35:15,125
This was her first job.

623
00:35:15,125 --> 00:35:16,245
She loved the place, made sense.

624
00:35:16,974 --> 00:35:20,175
Uh, we hired her as a director of
nurses and now she's solving some

625
00:35:20,175 --> 00:35:23,115
of those problems and trying to
pull some of her own friends in.

626
00:35:23,624 --> 00:35:24,995
I hope she's not mad
at me for sharing that.

627
00:35:24,995 --> 00:35:29,870
But the point is that, um, There's a
lot of things that we want to, um, but

628
00:35:29,900 --> 00:35:32,660
the point of that is that I knew that
she was on for more than she should

629
00:35:32,660 --> 00:35:36,460
have been, and it was on my mind to go
and go over and thank her and give her

630
00:35:36,460 --> 00:35:38,950
something, and I really expressed how
much we appreciate it because we were

631
00:35:38,950 --> 00:35:42,730
really stuck and she did Things that
most people have never done in their

632
00:35:42,730 --> 00:35:45,590
entire life in any, in any profession.

633
00:35:45,590 --> 00:35:48,840
It's, it's just because they
have, you know, patients to care

634
00:35:48,840 --> 00:35:50,950
for, uh, but it's very difficult.

635
00:35:50,950 --> 00:35:55,780
So having that automated, uh, small
thank yous, small gifts, small little

636
00:35:55,800 --> 00:35:58,969
something, even if the staff are
not stupid, they'll know some of

637
00:35:58,969 --> 00:36:01,019
it's automated, but it, it works.

638
00:36:01,019 --> 00:36:01,879
The stuff really works.

639
00:36:01,889 --> 00:36:06,250
When you get that email from the
store that you went to, It says,

640
00:36:06,250 --> 00:36:07,140
thank you for shopping here.

641
00:36:07,140 --> 00:36:07,770
It's your birthday.

642
00:36:07,770 --> 00:36:08,740
Take 5% off.

643
00:36:09,140 --> 00:36:11,380
They send it out for a reason
because there's a percentage

644
00:36:11,380 --> 00:36:12,210
that responds to that.

645
00:36:12,640 --> 00:36:14,240
So that's definitely one big thing.

646
00:36:14,290 --> 00:36:14,870
The other piece.

647
00:36:15,390 --> 00:36:19,660
Which I want to clarify, is that
from a scheduling standpoint, um, if,

648
00:36:19,680 --> 00:36:23,640
especially a bad scheduler, or if you're
really in a pinch, you're not looking

649
00:36:23,680 --> 00:36:27,579
at which agency is most expensive, who
has overtime and doesn't have overtime.

650
00:36:27,920 --> 00:36:31,880
For the people who their, their week one
and week two shifts are messed up, so

651
00:36:31,880 --> 00:36:35,619
that they're, have scheduled overtime one
week and too few shifts, you know, the

652
00:36:35,619 --> 00:36:39,210
other week, that'll be a no brainer to
take this one and not take the next one.

653
00:36:39,750 --> 00:36:40,930
Does the system...

654
00:36:41,270 --> 00:36:45,490
Already have a feature of prioritizing
one that's most cost effective.

655
00:36:45,780 --> 00:36:46,480
Absolutely.

656
00:36:46,490 --> 00:36:47,210
I'm glad you asked.

657
00:36:47,550 --> 00:36:50,810
Um, not only do we have, um, a
feature that helps you prioritize

658
00:36:50,810 --> 00:36:54,129
that and see that, so we have the,
our automated decision support.

659
00:36:54,130 --> 00:36:57,110
We'll let you see immediately what your
most cost efficient decision is, but you

660
00:36:57,110 --> 00:37:01,730
also have the ability to cue them and
decide who gets the message if at all.

661
00:37:01,740 --> 00:37:04,730
So you may want to wait a week before
it goes to your most expensive agency.

662
00:37:04,730 --> 00:37:05,010
Right.

663
00:37:05,010 --> 00:37:11,090
So, um, You have the ability both when the
messages go out as well as when, you know,

664
00:37:11,180 --> 00:37:12,820
when those staff members are approved.

665
00:37:13,360 --> 00:37:15,290
So, um, yes, we do.

666
00:37:15,330 --> 00:37:18,659
We do have that capability and, you
know, running back to what you said

667
00:37:18,660 --> 00:37:20,950
before, we also automate exit interviews.

668
00:37:20,950 --> 00:37:25,350
So anywhere where we can provide, send
back data to the clinical employer,

669
00:37:25,350 --> 00:37:29,059
our goal is to help them kind of be
their best friend in this fight, um,

670
00:37:29,059 --> 00:37:30,889
to create a safer staffing environment.

671
00:37:30,929 --> 00:37:33,029
Um, we ask them all
those critical questions.

672
00:37:33,029 --> 00:37:35,869
Did you feel safe reporting
medication errors?

673
00:37:35,950 --> 00:37:38,270
Um, would you recommend a friend
to go work in this facility?

674
00:37:38,270 --> 00:37:42,310
Would you, um, anything that you'd want
to know as an employer so that you have

675
00:37:42,320 --> 00:37:46,590
better insight into why you may have
been losing a staff member who, who's now

676
00:37:46,590 --> 00:37:49,650
going to cost you the replacement costs,
obviously, when you're short staffed

677
00:37:49,650 --> 00:37:53,789
anyway, is essentially overtime for every
shift that that staff member picked up

678
00:37:53,800 --> 00:37:55,799
because there isn't someone who's able to.

679
00:37:55,870 --> 00:37:57,890
Kind of pick that up at
a standard labor cost.

680
00:37:57,890 --> 00:38:00,540
And then what is the sign on bonus
that you're going to have to get

681
00:38:00,540 --> 00:38:02,120
someone to replace that person, right?

682
00:38:02,140 --> 00:38:06,360
So, um, sometimes the cost of churn
could be higher for some organizations

683
00:38:06,360 --> 00:38:12,839
than even the cost of, um, you know,
outsourced labor or bonuses or overtime.

684
00:38:12,869 --> 00:38:16,440
And what's really important is
that we're able to get that data

685
00:38:16,470 --> 00:38:21,270
back to the employer, um, again,
eliminate kind of illuminating those,

686
00:38:21,300 --> 00:38:22,590
those black holes of knowledge.

687
00:38:22,760 --> 00:38:23,390
Is it.

688
00:38:23,905 --> 00:38:27,585
Perhaps a manager, the cost of not
being kind and not saying hello in

689
00:38:27,585 --> 00:38:30,705
this industry is something that really
we can't afford to overlook anymore.

690
00:38:31,195 --> 00:38:35,515
Um, we need people that inspire people
to be their best selves, encourage them

691
00:38:35,515 --> 00:38:40,614
through difficult situations and, um,
respect and empathize for the difficulties

692
00:38:40,614 --> 00:38:45,855
that you mentioned, um, and the
emotional toll of doing this job right.

693
00:38:46,935 --> 00:38:51,265
Well, well, um, what
about, uh, wage analysis?

694
00:38:51,285 --> 00:38:53,794
You know, I get the staff come in and
like, everyone else, they're paying this.

695
00:38:54,395 --> 00:38:57,325
And over here, you guys are paying the
lease, and we already adjusted the rates,

696
00:38:57,355 --> 00:39:00,465
and I wonder if it's actually true.

697
00:39:00,875 --> 00:39:04,835
Um, so we actually have to go call
each business office and make believe

698
00:39:04,835 --> 00:39:07,275
we're applying, or sometimes you
just ask straight out, and sometimes

699
00:39:07,275 --> 00:39:09,295
they share, sometimes they don't
share, sometimes they share the

700
00:39:09,295 --> 00:39:10,635
real numbers, sometimes they don't.

701
00:39:11,270 --> 00:39:15,880
And with our messy, uh, spreadsheets,
we can try to make somewhat of an

702
00:39:15,910 --> 00:39:19,990
educated, you know, decision if the rate
should be adjusted and how and when.

703
00:39:20,640 --> 00:39:25,020
Um, does the system have any data
on that and how does that work?

704
00:39:25,480 --> 00:39:29,640
Yeah, so we can, you know, we, so
we have full insight into what...

705
00:39:29,890 --> 00:39:35,150
The salaries are across multiple
agencies and, um, in your demographic

706
00:39:35,150 --> 00:39:39,190
area as well, but that's nothing that
you don't have insight and into as well.

707
00:39:39,200 --> 00:39:41,420
Like you, you probably
have access to that.

708
00:39:41,429 --> 00:39:43,600
We definitely have it, but I'm
saying you probably have it, too.

709
00:39:43,940 --> 00:39:47,889
Um, I would say, you know, you kind of
touched on this a little bit before.

710
00:39:47,910 --> 00:39:52,220
We need to start adopting
kind of the, what, what the U.

711
00:39:52,220 --> 00:39:52,390
S.

712
00:39:52,390 --> 00:39:53,280
Army has done right.

713
00:39:53,680 --> 00:39:54,070
Right.

714
00:39:54,390 --> 00:39:59,650
Um, a lot of the PTSD people experience
when they leave, they, most of the

715
00:39:59,650 --> 00:40:06,070
people there don't even have, um,
have not experienced the same death

716
00:40:06,070 --> 00:40:07,990
toll as we have in, in healthcare.

717
00:40:08,020 --> 00:40:08,340
Right.

718
00:40:08,410 --> 00:40:10,560
And there's a lot of PTSD when they leave.

719
00:40:10,689 --> 00:40:10,949
Right.

720
00:40:10,949 --> 00:40:15,700
So imagine what, what healthcare
workers have to deal with on the regular

721
00:40:15,700 --> 00:40:17,410
that we don't acknowledge or support.

722
00:40:17,590 --> 00:40:17,900
Right?

723
00:40:17,930 --> 00:40:24,010
Meaning we have a verified model
that it is very difficult to see, um,

724
00:40:24,110 --> 00:40:26,440
death and loss on a consistent basis.

725
00:40:26,480 --> 00:40:32,390
Now, what they've done right is built
an entire culture of camaraderie.

726
00:40:33,629 --> 00:40:37,499
They have convinced you that you
are brothers, that you're working

727
00:40:37,499 --> 00:40:41,090
in these trenches together,
that there's nobody left behind.

728
00:40:41,110 --> 00:40:46,755
They have built An airtight
family dynamic, which we often

729
00:40:46,755 --> 00:40:47,865
don't have in healthcare.

730
00:40:49,015 --> 00:40:54,675
And if you're able to do that, then you
don't have to worry about the 2, 3 raise.

731
00:40:55,584 --> 00:41:00,954
If you're able to culture hack
and make your team feel loved,

732
00:41:01,345 --> 00:41:05,555
valued, connected, um, appreciated.

733
00:41:07,550 --> 00:41:12,100
Like they are the key to
today's aging population.

734
00:41:12,560 --> 00:41:18,990
And if they are consistently Um,
Fed the value that they have, that

735
00:41:18,990 --> 00:41:23,530
their work has, and it's authentic,
you don't have to worry about those.

736
00:41:24,500 --> 00:41:27,999
It won't come up, and they'll say verbatim
to other, yeah, but I love my job.

737
00:41:28,469 --> 00:41:33,270
You have people that will delay getting,
um, higher level education, because

738
00:41:33,279 --> 00:41:36,600
that would mean I have to leave my
work, and I really love what I do.

739
00:41:38,355 --> 00:41:41,365
So, either you're going to have to
compete on wage, or you're going

740
00:41:41,365 --> 00:41:42,645
to have to compete on culture.

741
00:41:43,585 --> 00:41:46,985
Yeah, I mean, the little caveat
that you mentioned is critical.

742
00:41:47,055 --> 00:41:48,095
It has to be authentic.

743
00:41:48,095 --> 00:41:48,845
You can't fake it.

744
00:41:49,805 --> 00:41:54,295
Yeah, I mean, if you drive up, what
you asked originally, um, try to think

745
00:41:54,295 --> 00:41:57,795
of You know, what can we do here?

746
00:41:58,245 --> 00:42:00,285
Um, with or without drop stat?

747
00:42:00,455 --> 00:42:05,675
And I thought to myself, perhaps one
thing you don't want to do is, you

748
00:42:05,675 --> 00:42:11,075
know, if your staff follow you on social
anywhere, um, I would say to leadership

749
00:42:11,075 --> 00:42:22,415
teams, be very cognizant of what you are
sharing on social in that I'm so excited.

750
00:42:24,245 --> 00:42:30,285
And that event or whatever, um,
don't drive up in a Maserati

751
00:42:30,485 --> 00:42:33,615
where you, you're telling your
staff you can't afford a 2 raise.

752
00:42:35,894 --> 00:42:36,655
I live it at home.

753
00:42:38,235 --> 00:42:42,824
They see the new house, they see
the spend, they see the disparity,

754
00:42:43,284 --> 00:42:48,265
and it's going to have the optics
of not prioritizing patients.

755
00:42:48,285 --> 00:42:51,245
It's not even about them, it's
about what they care about.

756
00:42:51,655 --> 00:42:57,765
You know, um, people align when, when
I, when you care about what I care

757
00:42:57,765 --> 00:43:01,685
about, and believe it or not, they
really do care about those patients.

758
00:43:02,425 --> 00:43:08,194
So if we're going to say we can't
afford, um, a 3 raise, don't go make

759
00:43:08,194 --> 00:43:10,534
a 20, 000 renovation on the lobby.

760
00:43:10,910 --> 00:43:13,370
Now I, I get it from a
business perspective.

761
00:43:13,380 --> 00:43:15,170
Maybe that's the marketing draw.

762
00:43:15,600 --> 00:43:18,490
Maybe that's, but then you
need to communicate that.

763
00:43:18,500 --> 00:43:18,890
Right.

764
00:43:19,190 --> 00:43:22,430
And, um, the same goes for
managing your healthcare staff.

765
00:43:22,430 --> 00:43:26,120
Like, you know, we tell our clients
all the time where we have blinding

766
00:43:26,120 --> 00:43:29,170
algorithms on drop stat where staff.

767
00:43:29,365 --> 00:43:33,595
If they're, uh, scheduled to work,
you know, Wednesday 11 to 7, they

768
00:43:33,595 --> 00:43:35,305
won't see any other shifts 11 to 7.

769
00:43:35,315 --> 00:43:37,815
We don't want them canceling their
shift and seeing a shift for the

770
00:43:37,815 --> 00:43:40,525
same time with a bonus, and then
they're going to pick that up, right?

771
00:43:40,525 --> 00:43:42,655
So we have a lot of those
blinding algorithms, but they

772
00:43:42,655 --> 00:43:43,915
still don't fully understand it.

773
00:43:43,915 --> 00:43:47,455
How come this person's getting
paid same job, same facility, one

774
00:43:47,455 --> 00:43:48,465
of our internal staff members.

775
00:43:48,465 --> 00:43:52,405
So it's all in how you bring them
into these conversations, because

776
00:43:52,415 --> 00:43:53,455
we don't want you understaffed.

777
00:43:53,935 --> 00:43:55,215
We're willing to pay more.

778
00:43:55,525 --> 00:43:57,955
Jessica has to cancel her
plans and find a babysitter.

779
00:43:57,955 --> 00:44:00,115
This is not her standard
shift and she's working extra.

780
00:44:00,125 --> 00:44:02,065
There's a premium that we're
going to have to pay for that.

781
00:44:02,435 --> 00:44:02,695
Okay.

782
00:44:03,105 --> 00:44:07,485
And we don't want you to be under,
if you are fine with being short

783
00:44:07,485 --> 00:44:11,705
staffed, we won't pay Jessica, but
we're bringing her in and we're

784
00:44:11,725 --> 00:44:13,204
having to pay more to help you.

785
00:44:13,325 --> 00:44:13,565
Right.

786
00:44:13,565 --> 00:44:16,574
So there has to be conversations
about all of these things.

787
00:44:16,574 --> 00:44:21,114
The things that we do that seem,
um, intuitive are not intuitive.

788
00:44:21,760 --> 00:44:24,610
You have to explain it the way
you have to explain to your kids.

789
00:44:26,830 --> 00:44:28,090
Just one more second, I'm still talking.

790
00:44:28,770 --> 00:44:34,419
Um, when we look at medicine, right, and
we look at who are, um, which children

791
00:44:34,419 --> 00:44:38,400
of doctors are going into medicine and
are not, what they found was that the

792
00:44:38,400 --> 00:44:42,880
ones who say, oh my god, I have to, I'm
on call, I can't, and they just make it

793
00:44:42,880 --> 00:44:48,790
sound awful, um, Their kids don't go into
medicine, but when they're like, dad's

794
00:44:48,810 --> 00:44:50,770
going out, mom's going out, saving a life.

795
00:44:50,860 --> 00:44:51,640
Love you all.

796
00:44:52,410 --> 00:44:53,270
You're part of this.

797
00:44:53,300 --> 00:44:54,170
You have a role in this.

798
00:44:54,735 --> 00:44:57,215
I'm off and they come back and they're
excited and they talk about the case

799
00:44:57,215 --> 00:45:00,465
and they talk about the save and they,
their kids go into medicine, right?

800
00:45:00,475 --> 00:45:06,505
So it's, we can't assume that because,
you know, obviously we're building, um,

801
00:45:06,595 --> 00:45:10,855
a nicer lobby for our patients families
and because we're spending more money

802
00:45:10,855 --> 00:45:14,695
on the TVs for our patients, we still
have to make sure that we bring our

803
00:45:14,695 --> 00:45:19,095
staff into these conversations and
that they understand that it's not

804
00:45:19,095 --> 00:45:21,275
that you're not worth as much as a TV.

805
00:45:21,665 --> 00:45:22,515
It's that.

806
00:45:23,225 --> 00:45:24,865
That's all this patient has right now.

807
00:45:26,955 --> 00:45:27,145
Right.

808
00:45:27,175 --> 00:45:27,605
This is true.

809
00:45:27,605 --> 00:45:31,815
And this is goes against the traditional
management of nursing home staff.

810
00:45:31,815 --> 00:45:34,994
It's, it has usually been like
that divider that, you know, we'll,

811
00:45:34,995 --> 00:45:35,934
we'll deal with the money stuff.

812
00:45:35,935 --> 00:45:39,695
You take care of the patients and
things, you know, like I said,

813
00:45:39,715 --> 00:45:41,044
you have to develop that culture.

814
00:45:41,335 --> 00:45:45,135
Part of that culture is a certain
transparency when trans when you're

815
00:45:45,135 --> 00:45:48,105
open with them and you bring them into
conversation, not because you, you know,

816
00:45:48,105 --> 00:45:51,995
you have to bring in a CNA into a co op
meeting because you have to check the

817
00:45:51,995 --> 00:45:55,125
box, but you actually care about what
they have to say and you share with them.

818
00:45:55,615 --> 00:45:58,075
You know, they don't need to know
everything but they need to have a

819
00:45:58,075 --> 00:46:00,465
general understanding like what you
said is a great example I've had that

820
00:46:00,465 --> 00:46:04,915
where we did, you know fancy renovations
in a building where the staff wanted

821
00:46:04,915 --> 00:46:06,404
a raise They always wanted a raise.

822
00:46:06,705 --> 00:46:11,225
I will also share another point is that
i've done a wage analysis more than once

823
00:46:11,355 --> 00:46:16,045
in different facilities Um determined
that we were underpaying and we adjusted

824
00:46:16,045 --> 00:46:19,955
the wages and some people got five dollar
an hour raises six dollar an hour raises

825
00:46:20,595 --> 00:46:23,515
But I think the math is like every 50
cents is a thousand dollars a year.

826
00:46:23,925 --> 00:46:26,675
So these people got significant
raises and they're, you know,

827
00:46:26,675 --> 00:46:27,845
these are hourly employees.

828
00:46:29,585 --> 00:46:34,235
There was zero difference in their
job performance in their, in the,

829
00:46:34,375 --> 00:46:35,925
the culture didn't get better.

830
00:46:36,005 --> 00:46:37,854
Um, the complaints didn't lessen.

831
00:46:38,455 --> 00:46:40,474
Throwing money at
problems doesn't solve it.

832
00:46:41,624 --> 00:46:46,114
Showing them that you care, whether
it's financial or not, um, and actually

833
00:46:46,114 --> 00:46:47,594
caring and being there for them.

834
00:46:47,594 --> 00:46:50,435
And if they're stuck being there
for them, bringing them a coffee.

835
00:46:50,825 --> 00:46:54,895
And helping them actually deal with
whatever challenge they're struggling

836
00:46:54,895 --> 00:46:56,065
with goes much, much further.

837
00:46:56,375 --> 00:46:57,445
They should be paid fairly.

838
00:46:58,115 --> 00:47:00,705
I've explained it to a CNA, let's say.

839
00:47:01,060 --> 00:47:03,410
And they're like, I've been here
for 30 years, I have a great CNA,

840
00:47:03,460 --> 00:47:04,820
I want to get an extra 10 an hour.

841
00:47:04,830 --> 00:47:07,300
I said, okay, and I also want
to get paid like a celebrity.

842
00:47:07,560 --> 00:47:11,090
That's very nice, but you're providing
a certain level, this is economics 101.

843
00:47:11,790 --> 00:47:14,450
A CNA at the end of the day is
just a CNA taking a role, it's

844
00:47:14,460 --> 00:47:16,109
very important, and it's amazing.

845
00:47:16,495 --> 00:47:18,535
Maybe you should become a
lead CNA, which you became.

846
00:47:18,945 --> 00:47:21,565
Uh, and maybe there are things
that we, you know, but for this

847
00:47:21,565 --> 00:47:22,905
value, this is how it works.

848
00:47:22,905 --> 00:47:24,885
You want to, you know, grow
from, they can grow from there.

849
00:47:25,285 --> 00:47:26,585
I am seeing the time frame.

850
00:47:26,585 --> 00:47:31,725
We went way past our deadline, but
just because you're bringing such great

851
00:47:31,725 --> 00:47:36,254
content and just really what's going
on in the trenches using your example.

852
00:47:36,924 --> 00:47:40,165
Um, but if you want to, if we just
want to wrap up here, we want to

853
00:47:40,165 --> 00:47:44,845
leave our listeners, but, um, a
final thought about what they can do.

854
00:47:45,255 --> 00:47:49,795
Um, You know, in order to cultivate
the staff that will actually want

855
00:47:49,795 --> 00:47:51,375
to stay and bring their friends.

856
00:47:51,440 --> 00:47:54,620
Like what would you say is
something we can do for that?

857
00:47:55,010 --> 00:47:57,210
You know, I think the
most important thing.

858
00:47:57,300 --> 00:48:04,040
Um, Is to listen to your nurses That
sounds so basic, but if they're saying

859
00:48:04,050 --> 00:48:10,160
that they're struggling with a manager
You could very well be getting gaslighted

860
00:48:10,160 --> 00:48:14,560
what we see with our systems once we
have total transparency on the process

861
00:48:14,560 --> 00:48:19,020
unfortunately, we have found fraud and
often it's with um within schedulers

862
00:48:19,020 --> 00:48:25,915
and and Members of management teams,
um, where they're the most loved, right?

863
00:48:25,925 --> 00:48:29,485
Don't presume that because someone
presents well to you that they're

864
00:48:29,485 --> 00:48:31,405
kind to their own staff, right?

865
00:48:31,425 --> 00:48:35,005
So, and I hate to bring that up
because I, you know, That's ugly.

866
00:48:35,285 --> 00:48:38,975
Never wanted to be the IRS of, of
like, you know, but once we have

867
00:48:38,975 --> 00:48:42,975
full, full cost tracing, you know,
we, we see the red flag patterns

868
00:48:42,975 --> 00:48:44,845
and it's, it's typically shocking.

869
00:48:45,415 --> 00:48:47,275
It's never the person
you thought it would be.

870
00:48:47,275 --> 00:48:49,615
It's always the person who's
so nice and so, you know, and

871
00:48:49,615 --> 00:48:51,865
doing, doing the most, um mm-hmm.

872
00:48:52,005 --> 00:48:53,485
. So I would say listen to your nurses.

873
00:48:53,485 --> 00:48:56,635
That's gonna get really expensive for you
on the retention, on a, on a churn level.

874
00:48:56,635 --> 00:48:59,785
When you don't listen, just,
just assume that they're right.

875
00:48:59,785 --> 00:49:01,255
Investigate as if they're right.

876
00:49:01,435 --> 00:49:01,705
Right.

877
00:49:01,705 --> 00:49:04,075
They may not be, but just
investigate as if they're right.

878
00:49:04,585 --> 00:49:09,005
Um, I know, um, I know we had a case
this, um, where we had a certain.

879
00:49:09,770 --> 00:49:13,250
resident was taking a certain
PRN medication only when

880
00:49:13,250 --> 00:49:14,400
a certain nurse was on.

881
00:49:14,780 --> 00:49:17,150
Every single shift the person
was on, they had it to the max

882
00:49:17,180 --> 00:49:19,460
and never ever any other time.

883
00:49:19,490 --> 00:49:23,649
And that was the first red flag
that lit down a not such a pretty

884
00:49:23,669 --> 00:49:26,540
path until we saw what was going
on, you know, the drug diversion.

885
00:49:27,000 --> 00:49:31,665
So, but that's, that's only because
We manually had some questions and

886
00:49:31,745 --> 00:49:35,505
happened to come upon, and this is all
very manual, but I can imagine that

887
00:49:35,505 --> 00:49:39,605
if you have this data, you know, so
transparent, you're going to see the

888
00:49:39,605 --> 00:49:41,555
truth, the good, bad, and the ugly.

889
00:49:41,975 --> 00:49:42,815
A hundred percent.

890
00:49:42,865 --> 00:49:43,235
Yeah.

891
00:49:43,254 --> 00:49:47,995
And then, you know  besides for,
for listening, I would say  be,

892
00:49:48,015 --> 00:49:51,445
be willing to change the way
you've done things for years.

893
00:49:51,510 --> 00:49:52,590
Medicine is different.

894
00:49:52,630 --> 00:49:53,810
Healthcare is different now.

895
00:49:55,150 --> 00:50:02,210
We've experienced a massive shift and,
and how things happen and  staff are

896
00:50:02,210 --> 00:50:04,140
more in the driver's seat now than ever.

897
00:50:04,199 --> 00:50:06,130
They have so many different outlets.

898
00:50:07,060 --> 00:50:11,139
You're, you're going to have to make
the case to stay more compelling

899
00:50:11,160 --> 00:50:12,270
than you ever thought you would.

900
00:50:12,455 --> 00:50:16,485
So we're doing our best on that
just to set expectations here.

901
00:50:16,485 --> 00:50:20,525
I want to clarify drop set is not for
everyone, for organizational teams that

902
00:50:20,525 --> 00:50:22,155
don't have good operational management.

903
00:50:23,214 --> 00:50:24,345
We are not a diet pill.

904
00:50:24,555 --> 00:50:29,114
We're the great, the best chef,
the best gym  and the best,

905
00:50:29,135 --> 00:50:32,035
you know  personal trainer.

906
00:50:32,195 --> 00:50:37,145
But if you don't have the ability to
implement and you don't have the ability

907
00:50:37,165 --> 00:50:42,455
to ensure that  policies are properly
managed, you're gonna have a really

908
00:50:42,455 --> 00:50:47,425
tough time  these next Five, 10 years
having nothing to do with drop sets.

909
00:50:47,425 --> 00:50:50,715
So we're, we are not the silver
bullet, but when you have an engaged

910
00:50:50,715 --> 00:50:53,865
team and you are able to manage
and you have someone internally who

911
00:50:53,865 --> 00:50:57,534
can be an internal champion, it's a
great product to be able to kind of

912
00:50:57,545 --> 00:50:58,945
be your best friend in this fight.

913
00:50:59,504 --> 00:51:05,895
Um, and, uh, I think we're going to have
to have a lot more of these kinds of

914
00:51:05,895 --> 00:51:09,035
conversations where everybody comes to
the table and just says, here's what's

915
00:51:09,035 --> 00:51:11,045
working because look, what's good for you.

916
00:51:11,424 --> 00:51:12,945
Um, you can't gatekeep now.

917
00:51:12,955 --> 00:51:14,665
Like this is all hands on deck.

918
00:51:14,705 --> 00:51:16,244
Everybody needs to help each other.

919
00:51:16,745 --> 00:51:24,815
And, um, Things that can be automated at
scale, um, like gratitude, like, um, we

920
00:51:24,815 --> 00:51:28,555
have an event product that's, that we're
going to go live with soon where we can

921
00:51:28,555 --> 00:51:32,595
trace, okay, these facilities are doing
great on retention and they have seven or

922
00:51:32,595 --> 00:51:36,624
eight internal events like your holiday
parties, your potlucks in the break room.

923
00:51:37,030 --> 00:51:40,240
That contributes to great culture
that lets people see each other

924
00:51:40,240 --> 00:51:43,930
in and out of work, not just in
the high stress trenches, right?

925
00:51:43,930 --> 00:51:45,430
We have to see each other as people.

926
00:51:45,430 --> 00:51:50,870
We have to connect, you know, um, with
our families and, and provide context

927
00:51:50,870 --> 00:51:54,830
to the person that you're seeing just
in a, in a perhaps a tough environment.

928
00:51:54,890 --> 00:51:57,340
So, um, I'm excited.

929
00:51:57,340 --> 00:51:59,920
I think there's a lot of
positive changes coming too.

930
00:52:00,190 --> 00:52:05,440
Um, and this is an opportunity
for us, this specific podcast.

931
00:52:05,745 --> 00:52:09,195
It's not just a conversation, it's an
opportunity for people to come to the

932
00:52:09,195 --> 00:52:12,365
table and say, here's what working,
what's working for us, and here's what,

933
00:52:12,485 --> 00:52:17,735
you know, what's likely to work for
you and, um, share and grow together.

934
00:52:17,735 --> 00:52:18,104
Amazing.

935
00:52:18,685 --> 00:52:19,245
Amazing.

936
00:52:19,515 --> 00:52:22,865
If somebody wants to learn more
about DropStat, they want to see if

937
00:52:22,865 --> 00:52:25,344
this is something that makes sense
for them or their organizations.

938
00:52:25,830 --> 00:52:27,270
What's the best next step for them?

939
00:52:27,620 --> 00:52:30,180
Yeah, they can email
us at info at dropstat.

940
00:52:30,200 --> 00:52:33,980
com or hit up any of our
staff members on LinkedIn.

941
00:52:34,130 --> 00:52:37,830
Um, and we'll do an assessment
and see how we could be helpful.

942
00:52:38,680 --> 00:52:39,320
Amazing.

943
00:52:39,540 --> 00:52:43,679
So Sarah, again, this is Sarah
Well, CEO, founder of Dropstat.

944
00:52:43,680 --> 00:52:45,369
At least I said it right this time.

945
00:52:45,530 --> 00:52:48,770
Um, I really appreciate you coming
on the nursing home podcast, sharing

946
00:52:49,280 --> 00:52:52,670
not just your background from drop
step, but also as a nurse, kind

947
00:52:52,670 --> 00:52:54,030
of seeing both sides of the fence.

948
00:52:54,030 --> 00:52:58,959
A lot of, a lot of conversations that
can come out of this one specifically,

949
00:52:58,960 --> 00:53:02,350
I want to maybe touch base about the
union conversation, but maybe we'll

950
00:53:02,350 --> 00:53:04,069
have to table that for another time.

951
00:53:04,529 --> 00:53:08,020
But really, thank you so much for sharing
all that information with our listeners.

952
00:53:08,980 --> 00:53:09,610
Thank you.

953
00:53:10,430 --> 00:53:10,980
Have a good one.

954
00:53:12,080 --> 00:53:12,610
Thank you.