5 Ways to Modernize Your Workplace

Have you ever walked into your office after working there for 5, 10, maybe even 15 years and realized not one thing has changed in all that time besides your age?  Have you been grappling with that one pesky printer and walking to the same corner to the water cooler since you can remember?  Do you still work on a 95’ Windows PC equipped with minesweeper and a big box back? 

 Modernizing your workplace can have a significant impact on employee productivity, morale, budget, and the company’s overall success. 

 Moreover, with millennials becoming a growing percentage of the workforce, you need to consider the preferences of different generations to cultivate the optimal workspace so each employee can be as productive as possible.  Check out our blog on 7 Ways to Manage Different Generations to find new ways to support diverse generations in updating your workplace.

 

Keep reading for our five ways to bring the modern world into your workplace:

Enhance Your Aesthetics!

The professional aesthetics of your office directly affect employee productivity, morale, and overall happiness.  Interior design and feng shui will help your employees feel comfortable at work, look forward to coming to work, and even welcome visitors to the space as it sets the tone for your company. 

Overall aesthetic should be a clean design that is free of clutter with wires hidden, open spaces, and room for collaboration.  Natural lighting is known to increase productivity, happiness, calmness, and lead to healthier employees.  Ditch the wood paneling and upgrade your office’s color pallet for a fresh coat of paint your employees can enjoy seeing every day!

Prioritizing communal spaces for employees to co-work, collaborate, and converse benefits the company by allowing relationship and idea building between people who may not have desks close to one another.  When employees can collaborate, concepts can grow through idea and experience sharing which advances opportunities for the company as a whole.

Invest in Technology! 

Technology is crucial when it comes to saving your company time and money.  Yes, initially upgrading your technology is an investment but when you factor in the amount of time it saves, the increased labor output, and the decrease in spending on office supplies (pens, paper, folders, etc.), the upgrade pays for itself in the long run.  Not to mention, technology aides in the “go-green” initiative and keeps your company competitive with others.

Technology aides in saving on labor costs because little adjustments like switching to wireless charging, wireless streaming for meetings (no more HDMI struggles), and touchscreens can save small amounts of time throughout the say which add up in the future.

Offering technology training and troubleshooting resources onsite is also a major modern movement of the workforce.  Rather than having an employee try to fix their own computer on the phone with the manufacturer, companies now have an IT specialist to manage the problem and get the employee right back on track with minimal downtime.  The saves the company on bringing in contractors and having to wait for employees to get back online.  It also helps lessen the frustrations of employees who struggle with technology, which leads to happier employees.

Upgrading the technology in your office is also important if you want to remain competitive in the labor market.  Companies want to hire the best, most qualified employees possible and with a shift in generations in the workplace, this means accommodating digital natives.  Digital natives are the younger generations entering the workplace who were raised on today’s technology and are constantly keeping up with new tech.  Offering a workplace competitive in technology upgrades means your company won’t fall behind when it comes to the labor market.

 

Flexibility

 Though flexibility is a broad topic, it is taking charge in the modern workplace.  Employers are beginning to realize the value in allowing employees to work a little more on their terms as long as they maintain and exceed productivity levels. 

 Offering the option for employees to work from home has become a major trend for companies even before Covid-19 struck.  Not only does it save the company on office space, it allows employees to work in a comfortable environment, save time and money on commuting, flexibility in where employees work from, and so much more.  The biggest downfall here is finding ways to ensure your employees are being productive and not distracted by home factors.

 Another way to offer flexibility in the workplace is through scheduling.  Many offices have daily arrival and departure expectations for salary employees (i.e. 9-5 or say 8-4).  If their job is not held to duties that must be done during the standard workday, consider letting your employees shift their schedule a bit.  If an employee knows they are not a morning person, let them come in a bit later and leave later as well (11-7) as long as the position allows it.  Some companies also offer split work schedules where an employee can come in from 8-12 then continue to work from home from say 3-7.  Allowing your employees this bit of flexibility helps them consider needs in their personal lives, work when they’ll be most productive, and they feel heard and cared about at work.  This method will boost productivity and morale by giving your people a voice to tell you what they need which brings me to my next point…

 Listen to your employees.  When you are looking to modernize your workplace, reach out to employees for suggestions on what they need.  You do not have to take every suggestion but work to compromise with your employees, so they feel heard and valued. 

Track and Use Data Wisely!

Modern companies are making huge strides to quantify and track as many factors of productivity in the workplace as they can.  Keeping data on the usage of office amenities, utilities, and spaces will help your company see where they needs to invest and what they can downsize in your physical office.  This is very effective when it comes to budgeting office upgrades and ensuring money is going where it needs.

Data is also crucial in tracking employee productivity and retention.  This responsibility would fall on human resources to learn why certain trends are the way they are and what can be done to improve these numbers in the future.

Encourage a Healthy Work-Life Balance!

Technology plays a major role in this factor of modernization.  With cellphones being a computer on the go, employees feel constantly tied to the workplace and available for any work needs.  This can add constant pressure and stress to your employees.  We recommend encouraging employees to “turn-off” when being available is not crucial to their position.  Now I know some positions, especially in the healthcare field, require people to be on-call or somewhat available incase of crises.  However, giving employees some guaranteed “off the clock” or “off the grid” time will help them to relax and unwind. 

A healthy work-life balance has so many benefits for your employees such as boosting morale, increasing employee retention, but most of all, it lowers burnout rates for employees.  Some people do not know how to balance the two and when an employer recognizes this and cares enough to step in and ensure their employee is giving appropriate time to both, it can save the employees relationship with the company and their career.

In conclusion, if your workplace needs a refresher and you want to upgrade your workplace, consider aesthetic, technology, flexibility, data acquisition, and the importance of work-life balance.  Not only will this bring your company into modern times, it will support your employees’ more than you know!  Please feel free to share any training or certification resources you recommend or ask any questions in the comment section below!

 

 

 

Also, don’t forget to subscribe for email updates on the left-hand side of this article!

 

Thanks so much for reading!

Dani Barry

Marketing Manager

REVEX

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Aihini, Danielle, and Ryan MacInnis. “How Companies Use Workplace Data to Optimize the Office.” Robin, 28 Oct. 2019, robinpowered.com/blog/how-companies-use-analytics-in-the-workplace/.

Davis, Chris. “5 Workplace Design Trends for Boosting Employee Engagement.” ViewSonic Library, 20 Nov. 2019, www.viewsonic.com/library/business/workplace-design-trends/.

Doyle, Alison. “What Is Workplace Flexibility?” The Balance Careers, www.thebalancecareers.com/workplace-flexibility-definition-with-examples-2059699.

Ellis, Christine. “The Modern Workplace Trends You Need to Know About.” IT Lab, www.itlab.com/blog/the-modern-workplace-trends-you-need-to-know-about.

Modern Workplace: Is Your Business Up With the Times? Trends In The, 1 July 2020, instapage.com/blog/modern-workplace-trends.

4 New Training Programs to Help You Unlock Your Team’s Potential

We all know of basic on the job training when you first hire a new employee...  There’s orientation where the new employee learns the ropes, there’s technical training for software, sexual harassment training, and safety training.[1]  These are the standard training most workplaces offer, but what about the training your employees could benefit from that have yet to cross your mind? 

Maybe you haven’t heard of some new training programs, maybe there is a need you are unaware of, or maybe training simply hasn’t been a major priority.  Let’s dive into a few different training types and why they’re important for developing your employees and your company as a whole.

 

1. Professionalism Training

Professionalism Training is especially important when you have employees new to the company and want to set a precedent for how they interact with clients and coworkers in meetings, presentations, emails, and so on.  Setting standards for these professional interactions will ensure a cohesive interface for clients every time they meet with your company. 

Professional training can be best practices for professional dinner meetings such as what to bring, what kind of restaurant to take clients to, and whether dinner is an appropriate setting for the meeting.  Also, professional training includes ethics and social responsibility, the values of employees tend to align with the company and in turn, better quality employees inhabit the workplace. 

Lastly, professional training can be associated with presentations and the quality standards set when presenting or proposing information to a client.  This includes email expectations, when to utilize letterheads, and even workplace attire.  Setting these standards early paves the way for your employee to understand their expectations and to ensure your company leaves a great impression on clients and prospects.[3]

 

2. Interpersonal Training

It is extremely, extremely rare to come across a workplace that does not involve interpersonal interactions.  Interpersonal training can make or break a team as well as the culture of an office.  When employees learn how to communicate, respect, and collaborate effectively, there are going to be higher levels of productivity and employee morale will soar.  Interpersonal training can help individuals learn how to express themselves, understand others, organize teamwork, and cultivate a unified workplace. 

Not only is interpersonal training valuable in building a team environment, but it is also great for managing conflicts in the workplace.  When employees have the skillset to navigate conflict in the most effective and professional manner, it can help save and even grow coworker relationships.[4]  The NADIA Training Institute offers a great training program for Workplace Interpersonal Skills.

 

3. Diversity Training

“Tolerance and acceptance are the cornerstone of any successful business model.”[3]

Diversity training is important not only for interactions between employees, but also for employees interacting with clients or customers as well.  A heightened awareness and acceptance of cultural differences will help your employees to serve customers to the best of their ability which speaks volumes for your company. 

Employees interacting in a team environment also need diversity training to ensure collaboration and productivity are at the highest level of function for the ultimate success of the company. Check out  REVEX's blog post on Management Dynamics: 7 Ways to Manage Different Generations for some great suggestion on inclusion in the workplace.  Diversity Training supports a positive work environment for all employees and all who enter the doors of the company.[3]  ESSEC Business School offers a great Diversity & Inclusion in the Workplace course completely online through Coursera.  

 

4. Skillset Training

Finally, offering your employees opportunities to advance their skillset won’t only beef up their resume, it will also benefit your company exponentially.  Hubspot Academy offers an array of certifiable courses in sales, marketing, and service FOR FREE on their website.  This is a great way to bring some fresh ideas and skills to your team while helping them advance their personal skillset.  Investing in your employees is a great way to show you care, to keep them from being stagnant, and to keep your company moving forward.[2]

When I was a manager for a start-up company, it was a very small business. I had to wear many hats.  Luckily, I had a boss who provided me with all the resources to be successful and accomplish tasks where I had limited experience.  I’m a chronic learner, I never want to stop pushing myself and growing professionally and these free courses do not take much time and are full of valuable content.  Not to mention… MOST of them offer certifications FOR FREE! 

 

 

In conclusion, offering non-traditional training to your employees can prove to benefit them and your company in ways you have not considered.  Every opportunity for employees’ personal growth is an opportunity for your company to grow as well because employees run your company!  Invest in your people and they will invest back!  Please feel free to share any training or certification resources you recommend or ask any questions in the comment section below!

 

Also!  Don’t forget to subscribe for email updates on the left-hand side of this article!  

Thanks so much for reading!

Dani Barry
Marketing Manager
REVEX

Management Dynamics: 7 Ways to Manage Different Generations

Nowadays, walking into the workplace, you are likely to come across a range of different generations depending on the industry. Vast and rapid advancements in technology as well as delayed retirement ages have resulted in up to 5 generations being present in the workplace. ^[2] This changes workplace dynamics up quite a bit; presenting challenges for management when running teams with these differences.  

 

Let’s start with defining these generations and the tendencies they are likely to lean towards. 

Now, keep in mind, these are generalizations based on studies and cannot be applied to everyone in these generations- we are all still individuals here!

 

[3]

 

  

Managing a team with such different individual experiences, skills, and preferences can be quite a headache when you are trying to consider everyone’s specific needs. The best way to approach this is to look at it as a HUGE advantage.  Managing all comes down to how you harness this positive force of diversity in your workplace. 

 

 

Here are a few suggestions:

 

1- Embrace the value each generation brings to the table.  

 

If your target consumer market includes all these different generations on some level, then you have your target market’s opinions right at your fingertips. When your company is releasing a new product, launching a new campaign, or looking to attract a new audience, you can utilize your employees as they may be in your targeted audience.  

 

Diversity breeds innovation. When you need help with product and process improvements, you should consider arranging your teams to include combinations of each generation and encourage them to collaborate and share ideas.  If a group of people of the same experiences, generation, race, etc. come together to think of new ideas, they may come up with some great ones. However, true innovation will come when people from different backgrounds can come together, share their experiences, brainstorm, and expand on one another’s ideas.

 

2- Acknowledge Strengths

 

Too many times we make jokes about “those darn millennials” or how older generations may struggle with “the cloud.” While these jokes may be funny to some, they are only going to downplay the strengths each these groups.  

 

For example, older generations may struggle to keep up with technology, but they can rely on their new generation counterparts to help them out whenever they need to figure out where their document got lost in the cloud rather than just struggling.  Encourage each generation to use their strengths to help/prevent their counterparts from struggling within the office. On the other side of this, sometimes technology does fail us, and a system may be down temporarily. This is when the generations who did everything manually can step in and help the technology-reliant generations with how to continue being productive until the system is restored. ^[2]  

 

Encourage teamwork and discourage generation-based stereotypical jokes. We all know the stereotypes of each generation; we’ve heard probably all of the jokes, now let’s play on each other’s strengths and avoid the underlying animosity these jokes may generate. ^[3]

 

3- Do Not Assume or Generalize.

 

Just because I gave a basic outline of generational habits and preferences, it does not mean your employees within these generations will fit into those little boxes. ^[3] Nor should you place them into those boxes. Even as I was compiling the information for that chart, I found myself saying “wait, that’s not me, I’m not like that.” Likewise, you should not do that to your employees.

 

Rather, give them a chance to tell you how they like to interact, be motivated, etc. During an interview for my previous company, I had to complete a Culture Index (essentially a workplace personality test). ^[1] The results determined if I had the tendencies for the job (introvert/extrovert, logical /emotional based, etc.). This test was also used to see if I would be compatible to work with the team they already had in place. Finally, the company would recommend having your results posted in your workspace (they also had it online available on their online portal), so others could understand how you work and process.

 

This helped deter a lot of office drama because people would learn “Susan” was not “stand-offish” when she lacked eye contact or spoke little- she was just introverted and preferred to communicate via email.

 

Giving your employees this assessment can also give them a chance to show how they like to be communicated with, how they tend to think, and why they interact a certain way.  This is extremely valuable not only for you, but for their fellow employees. Keep in mind, this will also help you from generalizing your employees into these generational stereotypes and help you to manage them better in the long run!

 

4- Upgrade your workplace communication practices.

 

Communication is going to be a major part of building a cohesive team and needs to be a priority within management.  Though the blog post, 5 Ways to Revamp Communication in Your Workplace, is not specifically about managing different generations it has some great tips on improving communication, building company culture, opening communication channels, and educating your team.

 

5- Build a mutual mentorship program.

 

Mentorships can be extremely valuable, but have you ever heard of a mutual mentorship? This is where you bring together two very differently experienced people, maybe of two different generations, to work together and learn from one another. 

They learn an understanding of each other’s thought processes, share skills, and experiences, etc. ^[3] This can be a very mutually beneficial program that builds team morale throughout the company as well.

 

6- Survey. Survey. Survey.

 

Offer your employees a chance to be heard anonymously. Some generations are more passive, some people are shyer, and some employees fear speaking up because of consequences. Offer your employees a chance to make suggestions for a better workplace anonomously. With up to five different generations in one space, you need to offer different avenues of communication; surveying your employees is a great start. ^[2]

 

This survey can be multiple-choice, Likert scale, short answer, or a combination depending on how in-depth you want your feedback to be. Just like everyone has a different style they learn best in (visual, audible, hands-on), people communicate differently so these varying avenues are important.  

 

7- Be a scientist!

 

No, I’m not talking Frankenstein-style… Leave your employees intact, please. 

Experiment with your management techniques by making micro-changes. This means making small adjustments, sometimes large ones, as you learn about your team and their needs. If round-table collaboration is difficult with people talking over one-another, tweak it into smaller teams, or have a method where only one person communicates at a time. The best way to optimally manage your team is to be open to trial and change.  

 

Study your employees and what works best for them and continue to adjust until you find the perfect practices.^[3] Honestly, you may never find the PERFECT workplace practices, so adjustments may always be made. Make change an active part of your management style and do not give it the stigma of being a bad thing!

 

 

 

In conclusion, consider your employee and their experience. This consideration will bring more value to your management techniques as you can play to their strengths and create an optimal workplace for each generation to thrive. Embrace the strengths of each generation by getting to know your employees without generalizing them based on stereotypes. Innovation is formulated in diversity so create spaces for collaboration between differing generations.  

 

Thanks so much for reading! Feel free to comment anything you may have to add or ask! Be sure to subscribe for email updates on when REVEX posts a new blog!

 

Dani Barry

Marketing Manager

REVEX

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^[1] “Culture Index Inc.” Culture Index, www.cindexinc.com/.

^[2] Frey, Emma. “Managing Five Generations in the Workplace.” BSCAI, Building Service Contractors Association International, 31 Oct. 2017, www.bscai.org/Contractor-Connections-Hub/BSCAI-News/managing-five-generations-in-the-workplace.

^[3] Knight, Rebecca. “Managing People from 5 Generations.” Harvard Business Review, Harvard Business Publishing, 12 Aug. 2015, hbr.org/2014/09/managing-people-from-5-generations.

5 Ways to Revamp Communication in Your Workplace

“Great things in business are never done by one person.  They are done by a team of people.”

                                                                           -Steve Jobs

 

As the face of Apple Inc., Steve Jobs is one of the most successful and well-known entrepreneurs and businessmen of all time.  He KNOWS business.  He KNOWS the importance of a team. What is the root of a successful team? What is the foundation of a team? Communication.

 

Communication is the glue to a team.  Imagine the famous 1992 Dream Team (Michael Jordan, Scottie Pippen, Larry Bird, Charles Barkley, Magic Johnson, and others), out on the court with their mouths zipped shut and not saying a word.  Okay, that might be a bad example because they probably still could have pulled it off!  But unless you are a one-man team in your garage, you need communication in your team.  Even after you and your team have been together for a while you may need to revamp how you communicate!

 

Today, I will share with you some ideas and strategies you can use to help upgrade communication with your team...  It never hurts to go back and reevaluate your methods to make sure you have not veered away from a solid communicative base!

 

The first two suggestions are key for building a solid base for communication in your workplace.

 

1)     Establish your company culture.

 

This is a particularly important part of establishing a foundation for communication within your company.  The company culture sets the tone for respect, workplace norms, and expectations in the workplace society. 

 

A great starting point here is to define, or redefine, your company’s mission statement and core values.  These key factors in a company may become outdated and a refresh can bring a spark to your company culture.  You also want to reinforce this mission and these core values in everything your company does: coworking, sales, marketing, etc. ^[1]

 

Another great step in establishing company culture is understanding and embracing diversity. ^[1]  This awareness help to ensure no employees feel left out, unappreciated, or disrespected.  With a diverse workplace comes fresh and inclusive ideas to help revamp communication and innovation as well. 

 

When building your company culture, it is also important to show care for your employees.  This can be by having different perks for working in your company (gym discounts, pizza Fridays, snacks in the break room, etc.). ^[1] Show your employees you love and care for them anyway you can!

 

2)     Invest in a cohesive team

 

The hiring process is especially important for each individual you are considering bringing onboard.  When you are looking to foster communication in your office, you want to be sure to hire individuals who will feed that mission. 

Interviews should be thorough and take into consideration how the person expresses themselves, the clarity of their nonverbal cues, demeanor, manners, and anything else that will influence their interactions with your team for the position they are applying for. ^[4]  For example, you will want to evaluate the clarity of their nonverbal cues, demeanor, manners, and anything else that will influence the members of your team. 

 

Lastly, the new hire must embody and be willing to embrace your company’s culture, mission, and core values to ensure they are a great fit for the communicative environment you want to build.

 

These next suggestions are in no order but great for fostering and revamping communication amongst coworkers and employees.

 

3)     Open channels for communication.

 

Consider the layout of your office.  Does everyone have individual offices? How are cubicles arranged?  Are there common work areas? A breakroom?  Where can people convene either for work or for a break?  Think about how you could rearrange the office to give people more opportunities to interact. ^[2]  Even small policies such as an “open door policy” where those in their offices keep the door open unless privacy is required… I won’t lie, I got this policy from living in the dorms in college and it did wonders for making friends and meeting the people on our floor!  It also makes people less hesitant to reach out, chat, and collaborate.  A closed door can be intimidating. 

 

Another way to open channels is to welcome feedback both ways.  Managers can reach out to employees for suggestions on how they can better manage to make their voices her and improve reciprocated communication based on their needs and observations. 

 

Finally, the practice of “notice, connect, respond” is great for building between coworkers, superiors, and subordinated on a more personal level so work feels a little more comfortable. ^[4]  By noticing a picture on someone’s desk, relating to it, and responding to it, there can be a bonding moment between coworkers which tends to open communication when work matters arrive in the long run.

 

4)     Educate your team.

 

This is possibly the BEST way to revamp communication in your office.  Providing resources for your employees via email, in staff meetings, or in one on one meetings can help them advance their communication skills and make them a better coworker and employee. ^[1] 

 

One valuable resource you can share with your team is this list of TED Talks which focus on communication. ^[3]

 

Another way to educate employees on interacting is to bring in a communications expert.  They can give insightful presentations, evoke participation in activities, and provide even more resources to expand employees’ knowledge base.

 

5)     Build team morale.

 

When work isn’t such a miserable place to be, employees have shown to be happier, more productive, and employee turnover rates drop. ^[1]  Investing in workplace morale is well worth it for the company cost wise as well.  With happy, productive, loyal employees comes less training new employees, less time off, and increased production and profits. Companies can boost morale by working to build traditions in the workplace (celebrations for big sales, team bonding activities, success incentives, perks, etc.).  

 

 

In conclusion, effective communication in the workplace can be the solid foundation for a companies success.  When communication is revamped, employees will be more productive, happier, and more loyal which will make the company thrive in the long run.  Communication promotes innovation and creativity to expand between workers where ideas can flourish where one individual may not have been able to grow it alone.

 

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In-House or Out-House? …I Mean, Outsource!

              Could a third-party firm save you thousands of dollars & hundreds of headaches?

 

Whether you are a CFO of a healthcare organization or the medical biller, a third-party may be the solution you don’t know your facility needs.  Let’s weigh the pro’s and con’s of hiring outside of your facility for a more efficient Accounts Receivable operation.   

 

Consider your facility’s in-house billing methods; think about the routines, the hassles, the “easy stuff”, the headaches, the questions- visualize Everything… even the stapler.  What are the most important factors in your medical billing processes? It is likely you are thinking labor costs of billers, return on investment of said labor, and reports or statistics on efficiency.^[1]  Keep in mind were talking about the processes here and optimizing said processes via in-house or outsourcing.  I challenge you to use your open mind and compare all of the dynamics of both in-house and outsourced billing methods.  Of course, feel free to ask any questions in the comments below, or even shoot me an email at dbarry@mcaskilled.com!

In-House Billing

In-house medical billing departments are most beneficial for facilities who prefer a more hands-on management of their operation.^[4] This is because it allows you to have direct oversight, the billers are accessible, there is an assurance of security of sensitive materials, and even the convenience of maintaining your existing system and software.^[2] 

Now on the other hand, consider the cost of having an in-house medical billing operation: managing personnel (salary, benefits, time off, training), entry errors, liability (embezzlement, physically on site), and employee turnover.^[3]  I got a headache just typing that out!

 

Let’s consider outsourcing your medical billing…

Of course, utilizing a third-party billing company, you do give up some control... but relinquishing some control comes lowering YOUR responsibilities as well.^[4]  Let’s face it, who DOESN’T want to give up some of their responsibilities!?  Also, sometimes with third party companies comes a lack of transparency with hidden fees, variable costs, and even security.^[3]  Additionally, you may want to consider quality control, company culture and how bringing in a third-party will affect the morale of your team.^[2]

Do the benefits outweigh the costs with outsourcing your billing? I will let you decide, after all, you know your company and your needs much better than I do! I would love to play a role in this decision process so please feel free to email me with any interests or questions on the matter!

Imagine having 25+ experienced billers to work your claims… these billing managers are trained to be accurate, compliant, timely, knowledgeable, and efficient as possible.  Along with 25+ billers, there is an RPA (Robotic Process Automation) working on your claims and follow-ups with automated follow-up scheduling, automated notetaking, accuracy, and SPEED!  That’s right, ROBOTS doing your medical billing… Robots who never take off, never get tired, don’t require benefits, and do not need training due to high turnover.  With a third party, like REVEX, your billing costs lower, cash flow increases, and your time frees up to get more done outside of your medical billing shenanigans!^[1]  REVEX, for example, offers a customized billing package ranging from routine follow-ups, denial management, old AR collections, and complete billing services. With our combination of billing service and software we can create the ultimate customer experience to meet your needs.  REVEX is a combination of service and software to create the ultimate custom billing solution your facility needs.

 

These statements are based on our market research, feed back from clients, as well as on years of experience REVEX has in the industry.  Every healthcare facility has different needs. We’d love to hear about your experiences and gain some insight on whether a third-party solution is optimal for you.

Please email me for your free consultation, quote, or trial!

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^[1] Barry, D., & Cobb, H. (2020, June 10). [REVEX Market Research Survey]. Unpublished raw data.

^[2] Casarez, C. (2018, April 09). In-House vs. Outsourced Medical Billing: Pros and Cons. Retrieved June 30, 2020, from https://www.carecloud.com/continuum/in-house-vs-outsourced-medical-billing-pros-and-cons/

^[3] O'Connor, S. (2015, August 18). Weighing the Pros & Cons of Outsourcing Medical Billing. Retrieved June 30, 2020, from https://www.adsc.com/blog/weighing-the-pros-cons-of-outsourcing-medical-billing

    ^[4] Patel, D. (2017, July 17). The Pros and Cons Of Outsourcing. Retrieved June 30, 2020, from https://www.forbes.com/sites/deeppatel/2017/07/17/the-pros-and-cons-of-outsourcing-and-the-effect-on-company-culture/#2b9363cb562d