Breaking the Taboo: How to Create a Culture That Embraces Resident Remediation

Let’s be real. In many residency programs, remediation has become the Voldemort of medical education. It’s the thing we don’t speak of. It’s the Scarlet R. Faculty whisper about it in the hallway, residents fear it like its career-ending, and nobody wants to be the person to bring it up in a meeting. Here’s the truth: struggling is normal and addressing it shouldn’t be shameful. Every resident has gaps, whether they’re in remediation or not. So, let’s talk about how to create a program culture where remediation isn’t taboo but embraced as part of training.

Why Remediation Feels Taboo

The stigma around remediation comes from a few places.

• Residents fear it’s career-ending.
• Faculty don’t want to be “the bad guy.”
• The vibe is that remediation equals failure.

Because of this, issues often get brushed aside. Instead of addressing them, faculty hold back, avoid documentation, and hope things will improve on their own. Spoiler alert: they don’t. Silence feeds stigma. Clarity prevents it. The truth is that remediation isn’t a punishment. It may feel like one, but it’s really a teaching tool. It’s a structured, supportive plan to help someone grow. Identifying a gap and building a plan isn’t failure. That’s education.

Case Example: Silence Equals Stigma

Picture this. A resident has ongoing communication issues. Faculty talk about it among themselves, but nothing is documented. Nobody involves the CCC. Why? Because nobody wants to label the resident or make it “formal.” Fast-forward. The resident makes a mistake that can’t be ignored. Suddenly they’re on remediation and blindsided. The reaction is often: “No one has ever told me this. Why am I hearing it now?” This is why silence creates stigma. The plan feels like a punishment because there was no transparency along the way.

Strategy 1: Normalize Growth Plans

If you want to change the culture, start by normalizing remediation. Everyone hits bumps. A growth plan doesn’t equal punishment. Early support prevents bigger problems later.

Use clear, supportive language in the moment. Try:

• “I’ve noticed some areas for growth. Let’s put a plan in place now so it doesn’t become a bigger issue.”

This reframes remediation as progress, not punishment. It tells the resident: You’re not in trouble, you’re in progress.

Strategy 2: Train Faculty to Speak the Same Language

Faculty often mean well but aren’t always trained in how to talk about remediation. They fall back on vague phrases like “They’re not quite there” or “I’m concerned, but I don’t want to ruin their career.”

Instead, train faculty to use objective phrasing backed by data. For example:

• “This resident is not yet meeting expectations for this competency, and here is the data that shows it.”

This kind of language is supportive, clear, and drama-free. It keeps the focus on growth, not blame.

Strategy 3: Make Remediation Visible

If your CCC treats remediation like a secret side project, it will always feel taboo. Instead, make it part of the regular process.

• Include remediation in CCC meetings and agendas
• Discuss it during faculty retreats and development sessions
• Share success stories (without names) to show remediation works

When remediation is visible and openly discussed, it becomes less of a dirty word and more of a standard tool.

Changing the culture around remediation doesn’t happen overnight — it takes structure, consistency, and the right tools. That’s why I created a free lesson from my ELEVATE: Remediation Fast Track course. It walks you through a framework you can use to make remediation more transparent, defensible, and supportive in your own program. → Watch Now

Strategy 4: Redefine Success

Residency programs celebrate match day, graduation, and board scores. But what about celebrating successful remediation? If a resident does the work, builds the skills, and meets their goals, that’s a win. Celebrate it. Highlight it as growth, not failure. Successful remediation equals improved performance. And that deserves recognition.

Recap: Building a Culture That Embraces Remediation

Here’s your blueprint for shifting the culture around resident remediation:

• Normalize remediation as a teaching tool
• Train faculty to use supportive, objective language
• Make remediation visible in systems and discussions
• Redefine success and celebrate the wins

This isn’t “soft.” It’s structured. Programs that embrace remediation don’t just survive, they thrive.

Final Thoughts

Remediation isn’t a dirty word. It isn’t a prison sentence. It’s a strategy. Faculty set the tone for how residents experience it. By being transparent, supportive, and consistent, you can take remediation out of the shadows and make it a normal part of professional growth.

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Written by Dr. Nicole McGuire (Doc Mac), Education Specialist at Union Hospital Family Medicine Residency and Founder of Doc Mac Learning. Through her ELEVATE framework, she helps residency programs create remediation plans that are fair, defensible, and effective.

Worried about your remediation process? Take the free Resident Remediation Risk Assessment →  See Where You Stand