Healthcare and Wellness Benefits are CRITICAL to attracting, retaining and rewarding key people!

      Today. there is an increasing shortage of skilled  professionals and managers, so it is vital that strategic leaders attract, retain, reward and motivate the key people required to successful execute their strategies.

          Attraction- Professional and management employees expect to have good benefits and healthcare/ fitness and wellness are among the most important. A review of the key technical firms, like Google, Amazon, Facebook are have 'campus settings". Employees at all levels have access to gyms, fitness trainers, nutritionists and full health and dental programs. So, in order to compete for these people, organizations of all types and sizes provide some form of these benefits.

      Of course there is almost the continuing reality that most medical and healthcare professionals are incurring "huge" student loan debt so it is clear that salaries must not only be competitive but will enable the candidates to pay of this debt quickly. Some institutions are providing "grants" to those who are willing to commit a specified period of time.

         Retention- Quite often organizations focus more on gaining new candidates, than assuring that the current staff are retained. It must be remembered that individuals with a good track record, who publish and do research are well known to the community and are the targets for "headhunters" and other organizations. So, it is vital that procedures be put in place that will help identify these key/ marketable individuals and determine their degrees of satisfaction and also how their compensation and position in the organization stakes up with others.

         Rewards- "Team work" is now considered a key part of most organizations, so many organizations provide contests and competitive programs to encourage wellness and fitness, which leads to preventive healthcare.

        Motivation- These key people may be not be difficult to motivate since they take great pride in what they do, but if and when they need to be motivated, the organization must take the time and effort to determine what "turns them on" and then give them the opportunity to do what is needed. This doesn't mean they should be given unique help but it should be part of the way they are managed.