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Here’s a Big Reason Why You Should Talk to Other Providers before Accepting a Job

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Sometimes, we may sound like a broken record on this blog as we repeatedly remind you to be looking at how engaged a potential employer and their organization is with their current physicians and care providers.

The reason we harp so much on this is because of what can happen to you if you end up in a job where they just don’t have a clue as to what you do on a daily basis.

I know somebody who works for a business entirely unrelated to healthcare. That’s all I can say, for various reasons, but what this person has told me about the management of that business is appalling, scary, and instructive for those who are currently looking for new jobs in any field.

For one thing, the management is incredibly disengaged from the day-to-day operations of the business to the point that they are in the dark about how overworked the employees are. One employee in particular had gone months without any consecutive days off. A day here and a day there, yes, but there wasn’t any chance for the employee to fully recharge their batteries, so to speak. When that employee finally had a chance to take consecutive time off, one of the administrators complained about their absence.

Second, it took the management months to realize how incompetent one of its recent hires was, even after being warned about the disaster the hire was creating with the company’s finances. Once the management did realize this and took action, an incredible amount of damage had already been done, and outside consultants had to be brought in to fix the situation. The management’s disengagement and failure to listen to its staff resulted in time and money being wasted and an even wider breach in the trust their employees placed in them to properly run the company.

Third, the management was mercurial in its interactions with even good employees. One day they could be sweeter than a Southern belle. The next day, the fires of hell could be unleashed with seemingly little provocation.

As a result, this business’ culture was stressful, unhealthy, and dangerous to its dedicated employees and to the company’s overall success.

Now, I’m sure you’ve encountered similar situations at your place or places of employment. There’s the group practice where the group doesn’t communicate, and there’s the hospital where the department at one end of the hall doesn’t know what the department at the other end of the hall is doing.

For that reason, we’ll keep on reminding you to always be on the lookout for signs of a disengaged, unapproachable, and/or temperamental administration before accepting your next position. We realize that you can’t find everything out before saying “yes” or “no” to a job, but by talking to current employees and other care providers in the area, your “Spidey sense” combined with your intellectual instinct and the questions you ask during the job-interview process should raise the appropriate red flags and keep you from falling into a bad employment situation.

As physicians and advanced practitioners who are looking for jobs, what would you add based on your experience to the observations presented in this post?

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