Who We Help
We work with healthcare systems to predict and prevent clinician burnout.
Our AI platform Is Intelligent and Easy to use
Managing data from across platforms and locations is challenging at best, if not impossible. We have developed a platform that makes it easy for everyone from the Chief Medical Officer, Chief Human Resources Officer, Chief Operating Officer to the Local or Mid-Level Managers to access only the information that they need to make informed decisions.
Accurately predict clinician turnover/burnout.
With over 80% accuracy, our platform has been able to identify at-risk teams and predict clinician turnover probability up to 12 months ahead of time.
Act on the identified key risk factors.
Not only can we predict turnover probability, but we can also identify the key risk factors that are contributing to a provider’s risk of leaving and give local leaders insights that they can act on to help clinical teams move from unhealthy ranges to healthy ranges.
Accurately predict clinician turnover/burnout.
With over 80% accuracy, our platform has been able to identify at-risk teams and predict clinician turnover probability up to 12 months ahead of time.
Act on the identified key risk factors.
Not only can we predict turnover probability, but we can also identify the key risk factors that are contributing to a provider’s risk of leaving and give local leaders insights that they can act on to help clinical teams move from unhealthy ranges to healthy ranges.
Designed to benefit at all levels of the organization
Multiple Users
Monthly Updates
Get monthly updates to easily see progress being made across local units.
Validated Models
Our models are validated and field-tested at multiple systems.
How We Work With...
Atalan helps CHROs identify and act on leading indicators of employee engagement in between surveys.
Atalan enables CWOs to track and measure the ROI of interventions for more effective resource management and provide the business case for investing in well-being.
With Atalan, CMOs can identify where emerging hot spots are related to turnover and burnout to proactively support them while ensuring that patient care and quality are not compromised.
With Atalan, Operations Managers can be even more informed and prepared for meaningful leadership rounding.
Atalan insights allow leaders to have data-driven check-ins with providers focused on well-being.
Atalan helps them budget more accurately for turnover costs up to 12 months ahead of time.
Who's Not Talking? Nonresponse Bias in Healthcare Employee Surveys
C. Aubrey Rhodes, PhD; Xi Hu, PhD; Richard B. Freeman, PhD; Ridhika Agrawal, MSC;
Elizabeth Cherot, MD; Thomas S. Dardarian, DO; Stephanie Gottsch, MPH, MBA; Tiffany Chan, MA, Bart Blackburn, PhD
Discover key insights in our latest paper:
– Advanced practitioners under retirement age were found to be 11.67 times more likely to leave their positions in the quarter following the survey compared to their responding counterparts.
– Physicians under retirement age were found to be 5.14 times more likely to leave their positions two quarters post-survey relative to respondents.
– Non-responding advanced practitioners and physicians show a 27% and 14% decrease in Relative Value Units (RVU) compared to respondents.