The flower season is now upon us, with chaos at work and scheduling.
With lines to cover: it’s cumbersome, not fun.
Shortage of staff as usual, it’s tense and urgent,
and agreed vacation that cannot be taken.

The rich herb beds and green woods of the forest,
can finally be enjoyed with the miracle doctor,
covering the schedule all summer long.
They can take vacation when the shift is over.

At the Medical Association A survey of the work environment shows that 6 in 10 physicians are considering changing workplaces, shortening working hours or leaving the medical profession altogether because of the workload. For doctors in training, it is so bad that one in three is considering leaving the profession. That so many of our younger colleagues hate work is something we should all take very seriously. Many ready-made specialists toil for two, and mountains of deserved time waiting to be taken out. What will happen in the future if a large number of future specialists leave the profession? We, who are already having problems staffing units, are facing an impending crisis in the supply of skills and must protect our junior doctors.

Because of Due to the lock-in effect that arises in the physician training system, when we have to wait and replace the training positions that are supposed to replace each other after the bachelor’s degree, we have an insecure job and novice doctors in a position of dependence on their employer. This means accepting unpaid overtime, unreasonable schedules and excessively low wages. There is no other alternative. The acceptance leads to displeasure and then to silent plans for a professional career other than the clinical one. Many choose to leave the day they receive their specialist certificate. Others leave even earlier. The reason is often the experience that the employer cannot meet the few requirements that are made of the person concerned in order to get the feeling that the work situation is manageable. Often this involves requests for a salary that reflects the degree of responsibility of the job and opportunities to have more influence on the schedule.

Now during the summer are many new colleagues taking their first staggered steps in emergency and care units across the country.

Scheduling confusion and overtime for this group are difficult issues for individuals to resolve. What can be influenced is the working environment of the medical assistants in the form of a good collegial tone, in which stimulating communication and feedback are the cornerstones. Getting into the habit of saying hello, checking the situation, and saying, “I’m here if you need to ask something” can ensure that you soon have a co-worker to lighten the load. Cherish those few extra seconds. It takes so little to create well-being, and that little bit can be absolutely decisive for the well-being of your younger colleague. It is likely that the colleague will remember that particular service as one of the best.

The employers sets the framework for us doctors, but it is we ourselves who must help each other not to accept that increasingly worse conditions become the practice. It should be okay and also very reasonable to question things like unreasonable workloads and unpaid overtime without questioning yourself, no matter where you are on the career ladder.

As a force, we need to remind ourselves that today’s younger doctors are tomorrow’s specialty doctors. They are also likely to be the ones who will be responsible for your and my health in the fall of old age. Do us all a favor and support your younger colleagues. It will benefit the entire medical profession.

The medical journal 27-31/2023

Lakartidningen.se 05-07-2023