Last week I chatted with Chris Jann, CEO of Medicus IT, an organization ranked #3 in healthcare MSPs and #10 among the world’s Top MSPs, to talk about some of his talent hiring practices and to understand what Medicus does to make their organization a great place to work.
With over 20 years of experience in Healthcare IT, Chris is a seasoned entrepreneur. Medicus, recognized as an award-winning healthcare-focused managed services provider, has earned additional accolades such as MSP501, Best and Brightest Companies to Work For in the Nation and National Best Places to Work, along with being an eight-time Inc. 5000 America’s Fastest Growing Private Companies honoree!
From its mission-driven approach to leveraging AI and automation, to the organization’s hybrid work environment and thoughtful hiring practices, Medicus shines as a leading healthcare managed services provider and transformational specialist, empowering its clients with a superior healthcare IT experience. How do they do it?
Mission Driven:
I have been in this industry on the recruiting side, and I know the market is competitive for technical talent. I am interested to learn what sets Medicus apart from other MSPs and what makes Medicus a great place to work?
Chris pointed out that unlike many other MSPs that operate as tech generalists, Medicus offers its technical teams, and the employee base as a whole, a unique opportunity to make a difference in the lives of patients. Using technology for the good of healthcare is not just a job; but a tangible mission that employees can be a part of. “We ensure our technical teams understand that responding to a trouble ticket is more than just a service call. 9 times out of 10, servicing that client, and troubleshooting that issue, directly impacts patient care in one way or another. If the medical staff at the client locations that we support is having issues, then their patients are feeling that same stress. We use technology to not only run the operations of medical practices and community health centers, but also to pave the way for the best set up for that client's environment which enables them to continue providing help to patients and driving healthcare forward. Our goal is to let doctors be doctors and leave the technology to us.”
Medicus IT’s solution to Hybrid Work Environment and Employee Flexibility:
Medicus, with about 80%+ of its customers being healthcare organizations, was an essential workforce when the pandemic hit. Since then, the organization has taken a thoughtful approach to hybrid work arrangements by creating an employee advisory council to discuss and make recommendations on how to best balance the needs of the business while also balancing the needs of the employees which more important than ever these days requires flexibility.
The result - the implementation of a “hybrid collaboration workplace plan.” Certain days each month require employees to be present in the office for collaboration and thought leadership. However, there are also provisions for fully remote virtual employees and fully in office roles to meet the client and business needs. This balance ensures both employee flexibility and the benefits of team collaboration.
“Our collaboration days are geared towards bringing our teams together. We often cater lunch for employees in our multiple offices or we tend to do some type of after-work event like bowling, a happy hour, or celebrating some occasion. It’s great to see people interacting.”
Just like what big companies out there like Google are saying, Chris has found that employees and teams are more efficient working remotely, but the company sometimes feels less effective.
“Highly collaborating teams don’t all need to all be on the same page, but they do need to feel they have the opportunity to collaborate and be heard. Sometimes, it’s hard to read body language through video calls and shyness may prevent people from speaking up. We encourage participation – no matter what the forum.”
Chris acknowledged that although a hybrid workplace enhances efficiency for tenured employees, there may be limitations to the career growth of new employees in remote settings. The lack of immediate assistance and the inability to seek advice from colleagues nearby could hinder their learning process and creates new challenges for coming up with advancement plans. Chris emphasized, "If you're a twenty something coming into this industry and this is your first job in IT, you will succeed more in the office working together with your peers and learning a lot just by listening to what goes on around you." Medicus’ hybrid approach has been working well. Chris believes that a fully remote or fully back in the office is unlikely. The organization needs to keep pace with the changing times in order to bring in talent looking for flexibility as an important element. Chris is committed to refining the approach for the organization based on evolving needs of both employees and clients.
Maintaining Company Culture in Remote Work:
To combat the challenges of maintaining a positive company culture in remote work setups, Medicus adopts a proactive approach. Chris states how overcommunication becomes key in these situations, and the company employs various strategies such as newsletters, handwritten cards from the CEO, and regular social engagements. By recognizing achievements and ensuring team members feel seen and valued, Medicus strengthens its culture even in remote work arrangements. Social impact, engagement,
recognition are all a part of culture and Medicus works hard to bring the best company culture to their team.
Facilitating Collaboration and Communication:
Recognizing the impact of hybrid and remote work on workplace dynamics, I inquired about the tools Medicus employs to enhance collaboration and communication.
Medicus utilizes several technologies to accomplish this. Live town hall meetings from different locations, an employee portal for sharing messages, and employee surveys all contribute to effective information sharing and engagement. Furthermore, Medicus is actively seeking new platforms to enhance employee engagement and recognition as there is always room to grow and improve.
Hiring the Right People: Chris shared two practices Medicus has to help hire the best talent.
1. New applicants undergo a BERKE assessment after passing through the initial phone screen. This Atlanta-based personality assessment service provides insights into the candidates' personality traits and helps determine their compatibility with the role. Medicus IT also creates a profile of their most successful team members to compare potential candidates.
2. Applicants undergo a technical skills evaluation through an IKM test developed. This assessment allows Medicus IT to administer their own technical examination, ensuring candidates possess the necessary expertise for the role.
Beyond these assessments, and reviews of technical acumen for service desk positions, interviews focusing on soft skills can really help to reveal potential in a candidate. When selecting talent, Medicus is looking for character, values and commitment from team members that want more than just a job, but a chance to align themselves with a great company that’s dedicated to its people and to growing their careers while working hard to make a difference in healthcare.
Medicus is a mission-driven MSP that sets itself apart through its use of AI and automation, emphasis on collaboration, and commitment to employee satisfaction. With a thoughtful hybrid work environment, effective communication, and strategic hiring practices, Medicus IT excels in the industry.
Thank you Chris Jann for sharing these insights with us!
Comments