When you work in a space as delicate as Behavioral Health, you should have a strong sense of purpose. OKRs can help you define and work effectively on that purpose.
The number of people suffering from mental illness is high. In the US alone, 1 in 5 adults go through mental illness yearly.
The need for behavioral health services is increasing, but companies are not able to keep up with it.
On top of that, you may know that the lack of funding, shortage of quality health care providers, high running costs, and struggle to adopt new technologies are other major issues ahead.
This article will address the major challenges behavioral health companies face in this domain and discuss how the OKR framework can help you transform company operations and drive growth while offering quality services to patients.
Common challenges for behavioral health companies
Growing demand for behavioral health services
You must have observed that the demand for these services is growing, but the supply is not keeping pace.
This can be due to:
- The aging population. The number of people over 65 is expected to double by 2060, and older adults are more likely to experience mental health problems.
- The cases of chronic mental health conditions, such as depression and anxiety, have been increasing in recent years.
- The increasing awareness of mental health issues. People are more aware of mental health issues and are more likely to seek help.
This can impact health care delivery as patients may have to wait longer and not get timely treatment.
This means ample growth opportunities for your company, but fulfilling this demand is difficult without specific planning and very focused execution.
Lack of funding
In the US, you may know that insurance companies often don’t reimburse behavioral health services, which makes it difficult for you to provide affordable and quality care.
Lack of funds is also a barrier to innovation. You may be unable to invest in new technologies or initiatives, limiting your ability to provide high-quality care.
Shortage of healthcare providers
People need more behavioral health providers, particularly in rural areas. According to the APA, only ten psychologists per 100,000 people in the US.
This is due to:
- Low salaries.
- High cost of education and training professionals.
- The stigma associated with working in the mental health domain.
Mental health stigma
This stigma can discourage people from seeking help, making it difficult for organizations to reach their target populations. According to the APA, only about 40% of people with mental illness seek treatment.
The common stigmas include:
- Mental illness is a sign of weakness or personal failure.
- The fear of being discriminated against or treated differently if they seek help.
- Mental illness is not an actual medical condition.
This can prevent people from seeking help, even when they need it.
Technology adoption
Behavioral health companies are still struggling to adopt new technologies, which can hinder their ability to provide efficient and effective care.
A 2019 survey by the American Telemedicine Association mentioned that only about 25% of behavioral health companies use telehealth.
This is due to the reasons:
- Cost of the new technologies.
- Lack of training for staff on how to use new technologies.
- Concerns about security and privacy.
Lack of technology adoption is a barrier to providing high-quality care.
Staff burnout
Behavioral health workers are at a high risk of burnout, which can lead to decreased productivity and increased turnover.
A 2021 American Psychological Association survey observed that 70% of behavioral health workers reported feeling burned out in the past year.
This is due to:
- High demands of the job.
- Low salaries.
- Lack of support from the management.
- Stress of dealing with mental health patients.
It’s a serious problem that can impact the quality of health care. Companies need to take steps to prevent burnout, such as providing adequate training and support for staff.
Financial challenges
You may face financial challenges such as high overhead costs, limited reimbursement, and difficulty securing funding. These challenges can make it difficult for your company to stay afloat, let alone provide high-quality care.
A 2022 National Council for Behavioral Health report says the average behavioral health company lost $1.3 million in 2021.
How can OKRs help you transform your behavioral health company?
Following are some specific ways to create OKRs that help you transform your business for good by addressing the common challenges your behavioral health company may face.
Clarity on Company Vision and Goals
You may know that OKRs cascade down to the ground level to align everyone toward the company vision and goals.
You can establish clarity and align the team with the company vision and goals by:
- Involving key stakeholders from every department to discuss and brainstorm business priorities and goals.
- Facilitating OKR workshops and consultation sessions to train employees and create meaningful goals.
- Setting OKRs for everyone and letting them align their roles with the key business goals.
- Establishing a clear roadmap and regularly reviewing progress.
- Assigning an OKR champion to a team for smooth OKR implementation and more clarity of daily work.
- Being open to ideas and suggestions from the employees and engaging in continuous feedback with them.
If you want to transform your behavioral health company operations via OKRs, you can consult the OKR experts at JOP. You get the tool plus the best OKR implementation practices to achieve your goals.
Growing demand for behavioral health services
You can use the OKR framework and OKR management software to establish and manage clear and measurable Objectives and Key Results (OKRs) that focus on expanding access to care.
An OKR example for expanding your services:
Objective: To increase the number of patients served by a certain percentage.
Key results:
- Hiring additional staff
- Partnering with community organizations
- Implementing telehealth services
On top of that, you have to implement the best OKR implementation practices to have the best chance of achieving this objective. Track progress on these goals regularly and adjust strategies as needed.
Lack of funding
You can address the lack of funding by optimizing financial management and demonstrating the value of your company’s services.
An OKR example for planning and working to reduce the dependency on funding and attract investors:
Objective: Be sustainable financially and secure funding
Key results:
- Increasing revenue through alternative funding sources
- Improving reimbursement processes
- Implementing cost-saving measures.
You can align your team with these objectives by training them on the best practices with the help of OKR experts and using a common platform that lets them manage OKRs and collaborate on them efficiently.
Shortage of healthcare providers
You can overcome the shortage of healthcare providers through effective talent management strategies.
An OKR example for planning and focusing on the above strategies:
Objective: Recruit and retain more qualified professionals
Key results:
- Attract qualified professionals
- Develop partnerships with educational institutions
- Provide ongoing training and professional development opportunities
These OKRs will guide your team to strategize and look for better and more behavioral health professionals.
Ensure your cross-teams work together efficiently by linking their OKRs to the above. This is also effective if some of your team members work remotely or in different locations.
Mental health stigma
You can combat mental health stigma by setting meaningful OKRs and focusing on education, awareness, and community engagement.
OKR example of tackling the mental health stigma in the industry:
Objective: To promote mental health literacy and reduce stigma.
Key results:
- Organize community events
- Conduct mental health awareness campaigns
- Collaborate with local organizations to advocate for policy changes
Make these initiatives a part of your company priorities and make them actionable at the ground level with OKRs.
You can even paste these KRs in your office so that your team members remain aligned with these initiatives and plan to execute them in their busy lives.
Technology Adoption
Technology can be a changer in any industry. Ensure you leverage the latest technology by prioritizing tech integration, enhancing service delivery, and improving efficiency.
OKR example for utilizing technology effectively:
Objective: To integrate technology and implement telehealth services.
Key results:
- Train staff on new technologies
- Evaluate and select telehealth platforms
- Implement electronic health record systems
- Train and enable each employee to leverage technology
Adopting OKR software can be the first step for implementing tech-enabled growth in your behavioral health company.
Use it to keep your team aligned and continuously review progress on these goals.
Staff burnout
You should utilize the OKR framework and platform to prioritize employee well-being and work-life balance.
OKR example for reducing or eliminating staff burnout:
Objective: To promote a positive work environment and support staff resilience
Key results:
- Reduce staff turnover rates
- Improve employee satisfaction scores
- Implement regular check-ins to identify and address burnout risks
You can include specific initiatives to achieve your KRs, such as implementing wellness programs, offering flexible work arrangements, and providing opportunities for professional growth.
Financial challenges
Managing finances is all about analyzing numbers. Focus on meaningful financial goals and strategically increase revenue while reducing costs.
OKR example to fix financial problems:
Objective: To optimize revenue and reduce costs
Key results:
- Increase the percentage of claims successfully reimbursed
- Secure grants or funding from new sources
- Implement strategies to reduce overhead costs
You can start improving billing processes, diversifying revenue streams, and implementing cost-saving measures to achieve the above KRs.
Low employee morale and ineffective performance management
Improve performance management by establishing clear expectations, tracking progress, and providing ongoing feedback.
OKR example for improving employee performance:
Objective: To improve performance and support employee development
Key results:
- Implement regular performance reviews
- Offer training and development programs
- Leverage data to identify areas for improvement
You cannot do effective performance management without a common cloud platform. Manage your OKRs and employee performance efficiently on the same platform.
Also, implement proven and effective organizational practices such as continuous two-way feedback and recognizing your employee for their efforts.
If you feel this is a lot of work, you can take the external help of OKR Consultants, who help you create OKRs and implement the best change management practices.
Case Study – How YMCA transformed its operations.
The YMCA of the North embarked on a significant transformation to redefine its image and become a community-oriented holistic health and well-being institution.
It’s a nonprofit organization that creates opportunities for people to improve their lives through empowerment, improving well-being, and inspiring action.
To support this transformation, Glen Gunderson, the President of the YMCA of the North, turned to Objectives and Key Results (OKRs) as a powerful tool for strategic execution and organizational alignment.
Specific challenges ahead of YMCA:
- Challenge 1 – Getting back to YMCA’s roots
The YMCA of the North recognized the need to shift away from its traditional “swim and gym” model, which became challenging during the COVID-19 pandemic. They aimed to integrate the historical elements of the YMCA – spirit, mind, and body – and expand their programming to address broader community needs, especially in the realm of mental health and well-being. The organization needed to balance short-term results with creating long-term systemic change.
Strategy
They partnered with philanthropists Bill and Penny George to launch a well-being center incorporating virtual programming, nature activities, and outdoor experiences. They expanded their perspective on the impact of camp experiences, recognizing the potential for social and emotional learning, character development, and leadership development across all ages.
Outcome
Returning to its roots and broadening its offerings, the YMCA of the North successfully positioned itself as a holistic health and well-being institution. They were able to serve their community’s mental health needs and provide healing experiences through nature and outdoor engagement.
- Challenge 2 – Introducing OKRs in the nonprofit world
The YMCA of the North needed a robust platform to align its team members, recognize progress, and foster transformation. OKRs emerged as the solution, but they faced the challenge of ensuring that everyone in the organization understood the importance of their work and embraced the necessary changes.
Strategy
The organization enlisted the help of Gracie Koester, an OKR consultant from Agile Strategies, to guide them through the transformation. They introduced OKRs as “Mission, Objectives and Key Results” (MOKRs) to emphasize the organization’s purpose-driven nature and engage employees.
Outcome
The YMCA of the North successfully implemented OKRs as a strategic management tool. The MOKRs helped employees feel connected to the organization’s mission, and the focus on measurable results fostered a sense of purpose and effectiveness in serving the community.
- Challenge 3 – The importance of streamlining
The YMCA of the North faced the challenge of determining the right Objectives and Key Results. Initially, they had multiple Objectives, making sustaining and growing their initiatives challenging.
Strategy
Glen Gunderson, President, and his team realized the importance of integrating different aspects of their work, such as equity and well-being, into a unified approach. They streamlined their Objectives to three MOKRs that focused on incorporating these elements.
Outcome
By streamlining its MOKRs, the YMCA of the North achieved a clearer strategic focus. The integration of equity and well-being became the responsibility of every team member, fostering collaboration and ensuring alignment across the organization.
Positive outcomes summarized:
- The YMCA of the North successfully shed its “swim and gym” image and established itself as a community-oriented holistic health and well-being institution.
- Through the implementation of OKRs, the organization achieved alignment and clarity, driving purposeful action and measurable progress.
- The integration of nature experiences, virtual programming, and expanded camp offerings allowed the YMCA of the North to address mental health needs and provide healing experiences to its community.
- By embracing OKRs as MOKRs, the organization ensured that its employees felt connected to the mission and recognized the importance of their work in driving meaningful change.
Conclusion
Like any other business, the challenges you face in your behavioral health company are unique.
The OKR framework is not a tool that guarantees success to any organization. It helps the team members focus their attention and efforts toward shared organizational goals.
Behavioral health professionals play a vital role in helping people to live healthy and fulfilling lives. The demand for their services is also rising.
OKRs can help you remember this noble purpose by constantly working for the outcomes that lead to healthier patients.
By leveraging the OKR framework, you can navigate the complexities of this industry, drive positive change, and ultimately deliver high-quality care and support to those in need.
Gaurav Sabharwal
CEO of JOP
Gaurav is the CEO of JOP (Joy of Performing), an OKR and high-performance enabling platform. With almost two decades of experience in building businesses, he knows what it takes to enable high performance within a team and engage them in the business. He supports organizations globally by becoming their growth partner and helping them build high-performing teams by tackling issues like lack of focus, unclear goals, unaligned teams, lack of funding, no continuous improvement framework, etc. He is a Certified OKR Coach and loves to share helpful resources and address common organizational challenges to help drive team performance. Read More