Dare to Dream

Originally posted on Healthcare Informatics

It’s the end of another year and time for a quick career check-up. So – how are YOU doing? Are you living the dream? Do you live where you want to live? Are you doing exactly what you love to do? Is your boss the best boss you’ve ever had? All fair questions. So how do your answers stack up?

Dare to dream. This is a great time to do just that. Most of us go through each day majoring in minors and checking our daily and weekly to-do list without ever thinking about the big picture – where we are and where we want to be?

In HCIT the opportunities have never been as good as they are right now – and things will only get better in the coming months and years. It saddens me when I get a call from a candidate that suffers from one (or more) of the following symptoms:

· Job boredom(been there done that)
· Hates their job
· Don’t like the geographic location where they work/live
· Don’t like their boss/leadership

I say – make a decision to change your world today. It may take a while to figure out all the details but you should seriously look at your current situation as we approach the New Year and make sure you are truly happy with all of the major facets of your career. If you are in a rut, dedicate time this holiday season – pen and paper in hand and find out why. Make an inventory of everything you like and list the things you want to change. It’s healthy and actually very therapeutic.

In the end you are the one that must live with where you are – and you are the only one that can make a change. Sometimes, the changes you need to make are minor – sometimes the situation is more difficult and the challenges seem insurmountable. But there is a solution. Always! Whatever your situation is – diagnose your problem first and then write your own prescription. . Just do something. All it takes is action and a plan. Doing nothing won’t improve your situation or change your view and it may get worse if you ignore it hoping things will improve.

So – Happy Holidays to everyone! I hope 2011 is your best year EVER and please take a deep breath this holiday season and relax and spend time with your family and your friends. And –yourself. It really matters.

See you next year!

Can’t Get No… Satisfaction

Originally posted on Healthcare Informatics

Execunet’s most recent report on executive job satisfaction should be a real wake-up call for organizations without a detailed retention strategy. During this crazy economic downturn, we’ve seen firsthand how companies have asked employees at all levels to take on multiple jobs, refusing to replace openings when other team members have left in order to shore up the bottom line. Now that the market is opening up a bit, the tides will be shifting and some of the decisions made over the past 24-30 months…well, let’s just say they may come back to haunt the employer, as workers at all levels (see table below) explore options outside their current company.

Source: 2010 ExecuNet/Finnegan Mackenzie Executive Retention Report

Here’s the dilemma – the market indicators predict high (hyper) growth, and even now the demand for talent in our sector has never been stronger. Added to the data in the graph above, it’s clear we have some very unhappy campers! If I could give employers one piece of advice, it would be to make sure there’s a detailed retention plan in place to keep the ‘A’ players fully engaged – and happy. Now is the time to evaluate their workloads, quality of work/life balance, and yes – their compensation. Spend time with each one and let them know how important they are to the success of the organization. Many employers scaled back or eliminated merit and performance-based bonuses over the last couple of years, and while that made the PandL look better, it didn’t feel good to the employee who felt it on the other end.

Recognition is often overlooked by employers and now would be a really great time to pause and thank your ‘A-Team’ for a job well done. Listen to their concerns and watch out for early signs of potential flight risk – think about the lost opportunity cost of having to replace their skill and value to your team. It’s probably far greater than you might think.

Our phones are ringing off the hook now that companies are finally beginning to hire again. That’s (very) good news if you can locate and attract great talent to help you scale your organization, but could also be (very) bad news if the talent they recruit comes directly from your organization. So many candidates that contact our firm are sick and tired of the way they are being treated and can’t wait to leave as soon as they find a new home. Don’t let your great people leave – they’ll likely be (very) very hard to replace in the short-term.

Just one man’s opinion.