The job market is quite a different game today than it was a few decades ago. With increasing demands on our time and wallets, we now prioritize flexibility with our work schedules, benefits for our families, and “me” time more than ever.
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On the same note, many of us are motivated by more than just the biweekly or monthly paycheck. We are looking to learn, all the while growing into a role that uses more and more of our skillsets with every ascending step of the ladder. While others are jaded by the realities and inefficiencies, we see an opportunity to lead and improve.
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Unfortunately, the majority of non-academic medicine is still in a traditional mindset. I have seen too many talented colleagues go through the system and become focused on billing and productivity quotas, rather than using their skillsets to further their specialty. So much intellectualism and curiosity, thrown out the window!
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***Rather, physician hires, their bosses/specialty medical directors, and C-suite employees need to work together to create a proactive system that encourages innovative practices to improve compliance, productivity, and outcomes while recognizes rising superstars that can champion this to reality.***
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I have recognized the following categories of “talent restriction,” and some examples for each one.
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Finance ($):
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*Independent contractors or a locums physician getting “locked” in to a certain pay rate.
*No benefits cost-of-living adjustments
*No recognition or compensation of self-directed or organizational process improvements
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Productivity (Time)
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*Physicians hired strictly for clinical service with a de-emphasis on process improvement
*"Shift mentality” -  You come to work, and if your patients don’t show up, your downtime is owned by your company.
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Creativity
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*Discouragement of entrepreneurship and involvement in industry.

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