In the dynamic healthcare landscape, clinical documentation improvement (CDI) teams are pivotal in safeguarding the accuracy, consistency, and reliability of patient medical records. As the healthcare industry embraces remote and hybrid work models made popular during the COVID-19 pandemic, CDI teams must adapt to ensure seamless collaboration, maintain productivity, and foster employee engagement.
Remote and hybrid work arrangements for CDI teams have benefits and challenges. By understanding the nuances of each, CDI leaders can leverage the advantages while mitigating potential drawbacks. The assessments of each model below should empower healthcare leaders to make informed decisions that support organizational needs and objectives.
Benefits of Remote Work
A relatively fringe work arrangement before COVID-19, remote work became the preferred way to do business and proved to offer several compelling benefits for CDI teams, including:
Increased flexibility and work-life balance: Remote work offers employees the ability to manage their work schedules around their personal lives. For example, a CDI professional who works remotely may be able to start their day earlier or later to accommodate childcare or other personal obligations. They may also adjust their lunch breaks for appointments or other responsibilities. This reduces stress, improves work-life balance, and leads to great employee satisfaction, increasing retention for employers.
Potential for cost savings: With employees working remotely, organizations can reduce overhead costs associated with office space, utilities, and other expenses related to maintaining a physical workspace. Global Workplace Analytics found employers can save an average of $11,000 per year for each employee who works remotely half of the time.
Access to a wider talent pool: Remote work eliminates geographical barriers, enabling healthcare organizations to recruit top CDI talent from any market across the country, expanding their pool of potential candidates. This can help organizations build a more diverse and inclusive workforce — a healthcare organization in a rural area may be able to attract CDI professionals who live in urban areas if they are willing to work remotely.
Reduced environmental impact: Remote work contributes to a smaller carbon footprint by reducing greenhouse gas emissions during commuting and energy consumption associated with traditional office environments. The results can be dramatic: A study published in the Proceedings of the National Academy of Sciences found that working from home reduces up to 58% of work’s carbon footprint.
Challenges of Remote Work
While offering numerous benefits, remote work is not without challenges that CDI teams must address.
Potential for decreased collaboration and communication: A lack of face-to-face, in-person interactions can be detrimental, especially for teams that are not used to working remotely or lack effective tools and processes in place to facilitate collaboration. The result? USA Today reported in October 2024 that 14% of remote employees felt less connected to their employers.
Difficulty in maintaining a strong team culture: The physical disconnect between team members in a remote environment can make it difficult to nurture a strong team culture and sense of community. This can lead to feelings of isolation, decreased engagement, and reduced productivity. In that USA Today survey, 34% of remote employees said they felt isolated from their teams. CDI leaders can strengthen team culture by regularly scheduling virtual team-building activities and events.
Increased reliance on technology: Remote work, especially the type of work CDI professionals conduct, depends on robust technology infrastructure and reliable internet connectivity to ensure seamless communication and access to critical data. Smaller teams and organizations that are not equipped with the right tools or that do not have reliable internet access can find this challenging. With the right plan and committed leadership, organizations can address these tech challenges — this Medix-RSM webinar provides advice and strategies for doing that.
Potential for burnout: The boundaries between work and personal life can disappear when employees are working remotely from home, increasing the risk of burnout. Compounding the problem, the constant stream of digital communications can exhaust remote workers — 69% cited digital communications as a cause of their burnout in a 2023 Forbes survey. Organizations should set clear boundaries for their CDI teams to help employees maintain a healthy work-life balance.
Benefits of Hybrid Work
Hybrid work models combine the benefits of remote and in-person work, offering the following advantages:
Combines the advantages of remote and in-person work: Hybrid work allows employees to enjoy the flexibility of remote work while still maintaining some face-to-face interaction with colleagues. The combination of in-office and remote work promotes collaboration and can help mitigate feelings of isolation and disconnection.
Promotes a better work-life balance: Limiting in-office requirements and the time lost during commuting, hybrid work enables employees to better balance their work and personal responsibilities, reducing stress and improving productivity. In his study of employees at Trip.com, Stanford University economist Nicholas Bloom found that employees who work from home are just as productive as those who work in an office — and they were 33% less likely to resign.
Enhances collaboration and communication: A hybrid work arrangement enables colleagues to collaborate and communicate both in person and virtually. Savvy CDI teams will schedule essential meetings and face-to-face interactions on days when employees are in office. This can improve collaboration and communication by allowing employees to take advantage of their time together and use it wisely.
Provides flexibility: Hybrid work offers flexibility for both employees and employers, allowing them to tailor work arrangements to meet individual and organizational needs. Employees may be able to work from home on days when they have childcare responsibilities or appointments. On the employer side, they may be able to save money on office space by allowing employees to work from home some of the time.
Challenges of Hybrid Work
Hybrid work models also present unique challenges that CDI teams must navigate:
Potential for inequity among team members: Hybrid work can create a sense of inequity among CDI team members if some employees have more flexibility or opportunities to work remotely than others. That manifests in feelings of resentment and decreased morale among team members who feel they are not treated equally. In fact, 41% of employees say their company’s hybrid work policy is unfair, according to OwlLabs.
Difficulty in managing hybrid teams: Managing hybrid teams can be more complex than managing fully remote or in-person teams, as it requires careful coordination and communication. Managers must ensure team members have the resources and support they need to be productive and engaged, regardless of their location.
Increased complexity in scheduling and logistics: Hybrid work can create scheduling and logistical challenges, as CDI teams must coordinate in-person and remote workdays to ensure adequate coverage and collaboration. Teams working across different time zones can find this particularly challenging — 19% of workers said this was a problem in a 2023 Buffer survey.
Need for clear policies and guidelines: Clear policies and guidelines ensure fairness, consistency, and transparency among team members. These policies should address issues such as remote work expectations, communication protocols, and performance evaluation. McKinsey & Company found that companies with clear hybrid work policies are more likely to be successful in implementing and managing their hybrid workforce and hybrid models.
Considerations for CDI Teams
When choosing between remote, hybrid, or in-person work models, CDI teams should consider the following factors:
Team dynamics and culture: The CDI team’s existing dynamics, communication styles, and overall culture should be carefully considered when choosing a work model. Strong team dynamics and a positive culture are essential for success in any work environment, but they are especially important in remote or hybrid work arrangements. CDI teams that are able to communicate effectively and collaborate seamlessly are more likely to be successful in a remote or hybrid setting.
Nature of work and required collaboration: Some types of CDI work, such as chart reviews and data analysis, can be easily done remotely. Other types of work, such as team meetings and patient interactions, may require more in-person interaction. Teams that require a high level of collaboration may find it challenging to work remotely full-time.
Technology infrastructure and capabilities: Adequate technology infrastructure and capabilities are crucial for supporting remote or hybrid work models. Remote teams need access to reliable internet connections, video conferencing tools, CDI-related software, and other tech that empowers them to communicate and collaborate effectively.
Employee preferences and needs: CDI leaders should consider their employees’ preferences and needs when evaluating work arrangements. Some employees may prefer to work remotely full-time while others may prefer a hybrid arrangement. Still others may have specific needs, such as childcare or eldercare responsibilities, that need to be accommodated.
CDI Teams in the Era of Remote and Hybrid Work
The decision to adopt a remote or hybrid work model for CDI teams is not one-size-fits-all. It requires careful consideration of the factors outlined above. By thoughtfully evaluating these factors, healthcare leaders can make informed decisions that optimize their CDI teams’ productivity, collaboration, and overall success.
Remember, the key is to strike a balance between flexibility, collaboration, and employee well-being to create a work environment that fosters individual and organizational growth. By embracing the opportunities presented by remote and hybrid work models, CDI teams can thrive in the new era of healthcare.
Partner with Medix for Your CDI Staffing Needs
Healthcare leaders looking to build high-performing CDI teams should consider partnering with Medix for their staffing needs. With 20+ years of experience in CDI, our team specializes in providing experienced and qualified CDI professionals who are well-versed in the latest trends and best practices. Contact us today to help your organization streamline hiring, reduce costs, and find and retain top CDI talent.
