Do your Advanced Practice Providers choose the red pill or the blue pill?
A non-compete tends to be counterproductive on different levels. Do you want to have APPs that would like to leave... but don't because of a non-compete? Do you want APPs who are immediately demotivated because they feel their human capital is not their own?
Which urgent care would you rather work for: the one that puts tremendous effort into placing legal and contractual stakes in the ground, or the clinic that puts tremendous effort into trying to be your employer of choice
Why put up artificial barriers that make it harder to attract great APPs, or indeed any other employees?
APPswant to develop their careers--maybe work for an urgent care system or hospital for a few years then become entrepreneurs, perhaps starting their own clinics.
Freedom creates more incentive to for APPs to connect, be visible, network, and develop themselves both within and outside the company--all of which benefits their employer.
Some companies engage in irrational and counterproductive threats and even litigation. Say you can actually get a non-compete enforced; do you really want to develop the reputation as a clinic system that sues ex-employees? That sends the wrong message to current employees and to the talent you want to recruit.
Really great people will leave your clinic all the time. It's fine. They need to find themselves. Instead of seeing this as someone who left to become a competitor, we see them as alumni, now working for a new customer of ours.
This mobility is a way to seed STLHealthWorks.com into other places. Even our competitors can quickly become collaborators and partners.
Always treat every patient like you would your own family.
The patients don't come first - the employees do. Happy employees are the best way to get the best patient outcomes.
It will all turn out ok - just watch.
If you love somebody, set them free. When they return (and they will return), welcome them back with hugs!
Everybody wants to live a life of security, safety and perceived comfort. That's why, when one of our APPs leaves to go work for Mercy, BJC or SSM, we totally get it. They want to have the comfort of working for 'the big employer' which has billions of dollars. If that's what's important to the employee, then that's what they should do. No harm - no foul. If the employee wants the comfort and security of working for the big box, that's totally cool. They were meant to go. If however, the employee wants the excitement and adventure of working as part of the team of a growing company, then they stay. If they want autonomy, they stay. If they don't believe in non-competes or 25 cent annual raises, they stay. If they want the blue bill, and it's totally fine if they do, then they leave. If they want the red pill, with the authenticity of free will and being in control of their own lives, then they stay.