I enjoy working for our members and providers, instead of stock holders. The premise of Health Insurance was based on everyone pooling resources to heal the sick among them. That is the reason I am proud to work for Regence - they exist for the right reasons.
There are opportunities if you get encouragement and support.
The disconnect between where executive level direction and what managers see as value (numbers - how many how fast, don't think just do.) Even though senior-level leadership has suggested we retain talent, put our members first and become less transaction focused. With some divisions there is not a universal agreement quality work has a direct correlation to increased productivity and a decrease in the cost by getting it done right.
When saying that development is
Advice to Management
Read the book "Love Them or Lose Them". Pay attention to the difference between rigidity and flexibility. If it doesn't bend it has to break - no one wins when that happens - as soon as a new job is available, people leave. And as soon as someone starts seriously looking for another position chances are they've left their job already. They'll do what they have to but are no longer interested in contributing to a team - right there you've lost productivity. People need to feel that they add value to a place without that, why stick around? I'd rather take a job with less money if my contribution to the company is appreciated - that's an important ingredient for job satisfaction.
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