Gig work has generally been on the rise, fueled largely by a shortage of otolaryngologists, ENT physicians’ desire to limit demanding call work that can lead to burnout, and the need to fill the gaps while healthcare systems conduct time-consuming searches to staff vacancies.
The Triological Society (TRIO) has been awarded an R25 grant from the National Institute on Deafness and Other Communication Disorders (NIDCD) to establish the Neely National Clinician–Scientist Mentorship Network. This program aims to cultivate the next generation of otolaryngologist–scientists through comprehensive mentorship, training, and networking opportunities. It will be the first national mentorship network for otolaryngologist–scientists.
Fundamental to medical decision making is the challenging task of weighing the benefits against the risks of any given treatment decision. Clinical guidelines and protocols help with this decision making, which is further informed by physician judgment, particularly when the evidence is weak or lacking.
Who should care for otolaryngology patients when they present to the emergency department (ED)? And how should the physicians who care for those patients be compensated? Those two questions are at the heart of a conundrum that has escalated over the past two decades.
Providers must do their own due diligence when introducing a new device to patients. We need to understand the risk–benefit profile compared to our current gold standard.
Physicians who establish or take over existing ASCs are involved in a venture that can allow them to be more cost effective, provide more efficient care, and develop a secondary revenue stream, experts say.
The Triological Society Research Career Development Awards provide funding to otolaryngologists for their research projects at an early faculty stage, before they have received funding from the National Institutes of Health (NIH).
Quiet quitting refers to employees who do the bare minimum to remain employed. The trend is prevalent among younger workers—Gen Z and younger millennials—who report that they feel unsupported, that managers do not care about their development, and that they lack opportunities to learn and grow.
