by John Krieg
Hire Slow, Fire Fast
Make sure it’s not just the talent you are hiring for, but also the right personality/culture fit. You can teach skills to do the job, but you can’t necessarily teach employees how to be a drama free team player or to get along with others etc.
It’s essential for companies to pay their employees competitive compensation, so continuing to evaluate and adjust salaries is critical.
If regular raises/more pay isn’t an option, perks can make your workplace stand out to potential new hires and re-engage current staff, all while boosting employee morale. Flexible schedules and remote work options (separate from pandemic-related stay-at-home orders) are the perks many professionals value most.
Make the First Day the Most Important One
Make employees feel welcome from the start. This could mean welcome signs, balloons, first day lunch, decorated desk, or a company wide email welcoming them to the team. It is important to show how much you appreciate them and welcome them with open arms.
Expose Them to Company Culture from Day 1
From the start, make sure you teach new employees not only about the job, but also about the company culture and how they can contribute to and thrive in it.
Team Building Events
Trivia night at a local bar, team lunches, happy hours, etc. all bring teams closer together outside of the office environment. Have fun with holidays and decorate the office. Bring in doughnuts for another department and say “thanks for all you do to help us!”.
If the company will support the cause, provide one paid work week, per year for volunteer time/charity efforts. Taking an hour a month, or a week at a time, fuels the team member’s passion and creates incredible goodwill and appreciation.
Recognize and reward someone who is going above and beyond, on a monthly basis. Give them a gift card and make a big deal showcasing this star in front of everyone.
Ask what their goals are for the next calendar year by meeting regularly to get updates. Make a plan to execute and make that plan happen, personally and professionally. Help them visualize their future within the company.
Your social profiles are an added resource that employers can reference when hiring and even serve as an extension to your resume.
Believe it or not, there are plenty of ways to impress your boss without looking like a brown-nose in front of your co-workers (because nobody likes “that guy”).
Creating a healthy work-life balance is a real struggle for many HTM professionals, and a linear approach to balance won’t get you far in modern health care.
Throughout my career, I’ve noticed that there are almost as many different perspectives on certifications as there are certifications.
What considerations would lead someone to choose to become a healthcare technology management (HTM) professional?
I’ve written a lot about the important role LinkedIn can play in the career search. But recently, I’ve learned that TikTok is becoming a key part of that process.
If you are just starting out in the HTM field, you may feel obscure. Perhaps you think that you don’t have much to offer. That’s ok. The more people you interact with in this industry, the easier it will be to find your fit.
Mentorships always have been an important aspect of getting a foot in the door and climbing the career ladder. But many people from underserved communities don’t have the connections often needed to find someone to help them along.
Finding the right internship can be a challenging part of getting started in any business, and healthcare technology management (HTM) is no exception.
Will you fit in with the culture of the company you’re interviewing with? That has been a topic of conversation for quite some time, but as COVID-19 upended the workplace and brought remote work to the forefront, the definition of “culture fit” has been upended too.