In the past three years, has your organization ever paid a retention bonus to keep a clinician from leaving?
If the answer is yes, run.
Having to pay retention bonuses is a sign your organization is either poorly run or healthcare delivery is not its primary service line.
If it’s the former, they’re employee management strategy is to squeeze your compensation until you’re so miserable you’re about to leave. If you’re costly to replace, they throw the “green balm” at you to get you to stay for a while. It’s a great strategy for them. it’s cheaper than ongoing adequate pay and reasonable working conditions.
If it’s the latter, they’re just using healthcare as a loss-leader or a tax-dodge, one that gets consumers through the door where they can be monetized more effectively in ways other than healing them.
In either case, your personal ability to monetize your expertise will be low and your risk of burnout will be high.
I’m certain to get a lot a push-back on this from the executives who read these writings, but in my experience across the country there is a 1:1 correlation between answering yes to this question and not being an employer you want to work for.
1:1.
Don’t take the risk.
You’ve invested too much.