Emerging health IT vendors: KLAS

Vendors ranging from value-based care to patient engagement were highlighted by healthcare professionals as some of the most promising health IT vendors of 2024, according to a Jan. 16 KLAS report

KLAS asked organizations it interviewed to share the most innovative or potentially disruptive healthcare information technology vendors they have recently come across. The report reflects the feedback received from 52 healthcare professionals.

Here are the emerging vendors categorized by their respective market segments, per the KLAS report:

Clinical tools:

  • Abridge
  • Accuity
  • Artisight
  • Binah.ai
  • CancerIQ
  • ChartSpan
  • Curbside Health
  • DeepScribe
  • Medcurio
  • Spruce Health

Core solutions:

  1. Ascend
  2. Ceribell
  3. Health Gorilla
  4. Juxly
  5. Lirio
  6. Prompt
  7. Tissue Analytics


  1. Aidoc
  2. LucidHealth
  3. Medicom
  4. PocketHealth
  5. Riverain

Patient engagement:

  1. AngelEye Health
  2. Avaamo
  3. B.well
  4. DexCare
  5. League
  6. Lena Health

Pharmacy and smart pumps:

  1. Bainbridge Health
  2. ConsortiEX
  3. GraphiteRx

Revenue cycle and operations:

  1. AKASA
  2. Axuall
  3. Cloverhound
  4. Edgility
  5. Eightfold
  6. Fathom
  7. Glidian
  8. LucidAct Health
  9. Meduit
  10. Pronto Computing
  11. Rhyme
  12. Rivet
  13. SurgLogs
  14. Wave HDC
  15. ZulaFly


  1. Abnormal Security
  2. Exabeam
  4. ThreatLocker

Virtual care:

  1. Accuhealth
  2. BabyScripts
  3. KangarooHealth
  4. Medically Home
  5. Ocuvera
  6. Spring Health

Value-based care:

  1. Acclivity Health
  2. Databricks
  3. Guardian Research Network
  4. Mindoula
  5. Persivia

What Happens to Digital Transformation When Management Is Stuck in the ’90s

Published by Reworked | Digital Workplace | January 10, 2024

Digital tools are helping employees perform their tasks and achieve goals more efficiently. Advancements in technology have catapulted businesses forward at an unprecedented rate. Yet some organizations remain where management has been reluctant to change traditional processes that have proven to be successful in the past to take the leap into new ways of working.

What some workplaces are experiencing today, said Travis Vocino, director of product design at Meta, is a clash of eras — a generational divide that can stifle a company’s growth. “Workers feel held back, creativity is capped, and opportunities for innovation are missed,” he said.

The solution, Vocino said, is through communication and demonstration. Employees must find a way to demonstrate to reluctant managers how adopting modern digital tools can help them achieve better results and avoid them becoming obsolete in the short term. But, as with any change management strategy, the key to success here is to start with small projects that can showcase the potential of digitalization and taking baby steps toward a larger digital transformation plan.

It’s about evolving the game, he said, not changing it overnight. Here are some tips to get the conversation started.

Bring on the ROI

Organizations that continue to use what Sharad Varshney, CEO of OvalEdge, describes as  “legacy management styles” often tend to be old-school leaders, which usually means that for change to be considered, they will need to see proof of concept — especially if new risks or high costs are involved. New, shiny objects aren’t likely to win over the tried and true unless a strong business case is made.

So, when introducing the need for change, Varshney advises employees avoid merely “selling the C-suite” on the tools themselves but rather focusing on the bigger ROI picture.

Tools vendors have a vested interest in making the case that their tool (and their tool alone) can maximize results, he said. The problem is that to stand out from the crowd, they like to create new terms or lingo that while they may sound groundbreaking are either little understood outside of the industry or haven’t been proven over time. Think orchestration, semantic knowledge graphs, self-service, composable data analytics, dynamic discovery, persistence layer — the list goes on.

“This [approach] often creates a lot of confusion around emerging technologies,” Varshney said. And taking that same route when attempting to showcase to management the need for change is ill-considered, he said.

Instead, when trying to convince a legacy management style team of the need for newer tools or methodologies, employees should focus on process improvement, workflows and enhanced management methods. “Demonstrating tangible ROI of these methodologies will be the best way to not only open the minds of the ‘old school’ but get them to open the corporate wallets for these initiatives as well,” he said.

The disconnect between employees who use digital tools and managers who adhere to conventional working methods can also cause significant issues within an organization, said Jared Weitz, CEO of United Capital Source. Communication gaps, for instance, can hamper effective information flow and negatively impact attracting and retaining talent, especially younger workers born into technology. Resistance to using digital technologies can also halt innovation and reduce competitiveness.

To overcome this, Weitz suggests, much like Varshney, that employees take baby steps to demonstrate to leadership the impact of digital tools on productivity and business objectives.

“Leadership may see the benefits of digital tools firsthand by implementing small-scale pilot programs that highlight their advantages,” he said. “Creating a well-communicated digital transformation plan that aligns with overarching business goals is crucial.”

He also believes that establishing a culture of information-sharing, promoting cross-generational collaboration and facilitating communication between management and tech-savvy staff can help overcome the challenges of the digital divide.

Other important steps include addressing security issues and putting strong cybersecurity safeguards in place, providing ongoing feedback and fostering an environment of open communication facilitates understanding and resolving issues.

“Finally, setting a strong example for the rest of the company by aggressively adopting and utilizing digital technologies is an effective strategy,” he said. “Organizations may bridge the gap and establish a workplace that welcomes the opportunities digital tools provide by using these strategic, patient and collaborative ways.”

Establishing a Plan for Change

Before undertaking any significant organizational change initiative, Charlie Lougheed, CEO of Axuall, said leaders and change agents must take time to identify the most important changes needed within the organization and the impetus behind them.

He recommends a multi-step process to ensure organizations are equipped with the tools and strategies necessary to implement successful digital transformations that will enable traditional management to move beyond their current mindset.

1. Identify areas for change: Pinpoint specific areas that require transformations by examining daily pain points and their impact on the organization. Create a vision that supports improvement in key areas.

2. Consider the existing culture: Ensure the purpose of change initiatives aligns with the organization’s mission, vision, goals and culture and that it is supported by leadership. It is also important to identify which initiatives have worked before, which haven’t and why in order to create a rollout customized to your specific organization.

3. Consult with employees: Identify the role-specific processes that digital transformation may impact. Then, ask employees to share insights on potential areas of improvement in their daily work. It’s important to acknowledge the value and role of existing processes in order to determine which evolving technologies are the best fit.

4. Communication-rich plan: During implementation, consistently share the value of innovation, the vision for change and progress toward it. This creates an environment safe for feedback and insights across the organization. Even the most robust, data-rich solutions application should be primarily a people-focused endeavor.

5. Learning and development commitment: Learning and development are essential components of embracing and executing change. While the unknown often makes participants change-averse, education about new processes, roles and responsibilities brings comfort to the workforce amid changing conditions.

6. Measure and monitor progress: Whether through surveys, conversations or hard metrics unique to the organization and its change initiative, ongoing data analytics tracking and review will reveal if the transformation efforts are successful. The data will also highlight the areas that may require attention or adjustment.

Related Article: Effective Coaching Connects the Dots Between Learning and Culture

The Role of Managers

Most businesses have started and progressed along their digital transformation journey, which means those that fail to update their capabilities are likely to be left behind by the competition.

Rick Smith, founder and managing director of Forbes Burton, said the move to a digital landscape has been gradually happening over the past 20 years, so there’s little excuse for today’s managers to be blind to the conditions around them. The onus, he said, should be on managers to stay relevant to their job role, rather than accommodate management practices from the last century into their day-to-day operations.

“Appropriate training should have been provided for them long ago, but if this hasn’t been offered yet, then this should be the first port of call. Those that are still resistant to learning new skills, though are really shooting themselves in the foot,” he said. “While it’s likely that managers that are stuck in the 90s will still have several benefits to bring to the business, it may be that their role needs to change in order for the business to move forward.”

About the Author

David is a European-based journalist of 35 years who has spent the last 15 following the development of workplace technologies, from the early days of document management, enterprise content management and content services. Now, with the development of new remote and hybrid work models, he covers the evolution of technologies that enable collaboration, communications and work and has recently spent a great deal of time exploring the far reaches of AI, generative AI and General AI.

Axuall Announces Expansion of Digital Credential Network to Include Nursing

Built and sponsored by 26 leading healthcare systems, Axuall is combating healthcare’s #1 challenge: Workforce Optimization. Expansion now provides coverage for more than 5 million clinicians nationwide, including Physicians, Advanced Practice Providers and Nurses!

Nursing is the nation’s largest healthcare profession, with more than 3.8 million Registered Nurses (RN) nationwide. Although considered the backbone to providing quality care and meeting patient demand, the nursing community is left with an ongoing crisis:

  • An aging population is increasing the demand of patient care
  • A generation of nurses are retiring
  • The current credentialing and onboarding process is taking months to backfill and deploy positions
  • Skyrocketing labor costs

Axuall is a workforce intelligence company powered by a national real-time practitioner data network. The technology enables healthcare systems, staffing firms, telehealth, and health plans to dramatically reduce onboarding and enrollment time while also providing unique, powerful data insights for network planning, analytics and reporting.

NOMS Healthcare Proactively Selects Axuall to Optimize Workforce Management

Clinical workforce intelligence leader Axuall will leverage real-time data and verifications to optimize and rapidly onboard NOMS Healthcare clinicians.

CLEVELAND, Nov. 15, 2022 (GLOBE NEWSWIRE) — Axuall announced today that NOMS Healthcare, Northern Ohio’s largest independent multi-specialty physician practice, has selected Axuall to optimize its workforce management. Using data and analytics, Axuall and NOMS will create powerful data streams and insights that will eliminate inefficiencies, reduce burnout, increase patient access, and enable more efficient onboarding and deployment of clinical staff through Axuall’s Real-Time Clinician Data Network.

Workforce intelligence technology is allowing healthcare organizations to apply data and analytics across their employee populations to drive better and faster decisions across human capital management. As organizations struggle to fill roles, combat clinician burnout, meet patient demand and achieve their financial objectives, workforce intelligence technology can play a crucial role in ensuring that the workforce supply chain is running as efficiently as possible. Taking a proactive step by implementing Axuall’s workforce intelligence solution, NOMS Healthcare will have the ability to lean on real-time data to identify gaps in their workforce, allocate all of their resources more proficiently and enhance their networks in the future.

“We’re excited to work with NOMS Healthcare as they leverage our data network and automation technology to optimize and grow their workforce,” shared Charlie Lougheed, Chief Executive Officer and co-founder of Axuall. “Giving clinicians better visibility and control over their digital career credentials while data-enabling healthcare organizations to safely streamline their deployment is critical to meeting patient demand.”

“We are excited to partner with Axuall to assist us in streamlining our provider credentialing process,” shared Rick Schneider, NOMS Healthcare Chief Strategic Officer. “This relationship will help us create efficiencies and ultimately ensure our patients receive care as quickly as possible.”

About Axuall

Built with leading healthcare systems, Axuall is a workforce intelligence company powered by a national real-time practitioner data network. The technology enables healthcare systems, staffing firms, telehealth, and health plans to dramatically reduce onboarding and enrollment time while also providing unique, powerful data insights for network planning, analytics and reporting. To learn more, visit www.axuall.com.

About NOMS Healthcare

NOMS Healthcare (Northern Ohio Medical Specialists) is an independent physician-led, physician-owned multi-specialty group with over 300 providers across Northern Ohio and Western Pennsylvania. Founded in 2001, the independent collaborative is considered one of the nation’s most progressive leaders in the quest to effectuate reform of the country’s antiquated healthcare system. Established with a mission to provide patients with the best possible outcomes at the lowest possible costs, NOMS is in hyper-growth mode as physicians and health systems are eager to partner with NOMS’ cutting-edge ranks. NOMS providers practice in over 30 specialties with emphasis on collaborating with patients to provide the most advanced treatments and highest quality care.

Contact Information:


Laura Hamilton


NOMS Healthcare:

Nicole McFee


Purpose Jobs Recognizes Axuall as Best Place to Work in 2023

Detroit, MI – Purpose Jobs, the Midwest’s largest startup and tech community, today announced Axuall to its list of best places to work in Midwest tech in 2023. The list covered companies headquartered and hiring in the following cities and remote: Ann Arbor, Chicago, Columbus, Cincinnati, Detroit, Grand Rapids, Cleveland and more.

“We are thrilled to be included on Purpose Jobs’ list of the Best Places to Work in 2023,” said Charlie Lougheed, Chief Executive Officer and co-founder of Axuall. “Our people matter just as much as our mission; they’re why this is a great place to work. They remind me every day why our work together is so important.”

Companies across the Midwest region (and those hiring in the Midwest) were evaluated based on culture, benefits, growth opportunities, commitment to people, and mission.

With the rise of inflation, economic uncertainty and layoffs across the board, the job market has been turbulent and making people rethink their careers and purpose. Professionals are reprioritizing what’s important to them in a job and a lot of it has nothing to do with the job itself. They’re looking for great cultures, growth opportunities, flexibility, and the chance to work in a purpose-driven environment.

In fact, according to a new study from the American Psychological Association, 81% of individuals surveyed said they will be looking for workplaces that support mental health when they seek future job opportunities.

“Great workplaces are built on great cultures,” said Ryan Landau, founder and CEO of Purpose Jobs. “Top talent across the country and beyond are looking for purpose-driven organizations that put their people first and make building a healthy culture a priority. That’s what it means to be a best place to work.”

About Purpose Jobs

Purpose Jobs is the Midwest’s largest startup and tech community. They connect top talent with purpose-driven companies based on values, experience and culture contribution. Purpose Jobs creates a human-first approach to job matching where employers have access to interview-ready candidates who have filled out a profile that highlights skills, experience, and cultural importance.

About Axuall

Built with leading healthcare systems, Axuall is a workforce intelligence company powered by a national real-time practitioner data network. The technology enables healthcare systems, staffing firms, telehealth, and health plans to dramatically reduce onboarding and enrollment time while also providing unique, powerful data insights for network planning, analytics and reporting. To learn more, visit www.axuall.com.

Axuall’s Real-Time Provider Data Network Enhances Workforce Deployment for LocumTenens.com

Partnership to provide a one-stop solution to streamline credentialing and increase onboarding efficiency

CLEVELAND, April 26, 2022 Axuall, a workforce intelligence company powered by a national real-time provider data network, today announced a strategic partnership with LocumTenens.com, a full-service locum tenens agency and operator of the industry’s largest and most-visited job board. Through this partnership and with the use of Axuall’s network, LocumTenens.com will enhance credentialing efficiencies, reduce placement and onboarding delays, combat provider burnout, meet patient demand, and help achieve financial objectives for its customers, healthcare systems and candidates.

Because credentialing requirements vary from state to state, healthcare staffing firms face the challenge of meeting stringent vetting and credentialing standards for themselves and the customers they serve. Recruiting, matching, and placing providers into roles – particularly those who work temporary or flexible schedules – has become increasingly time-consuming. Fortunately, Robotic Process Automation (RPA) and connected verification networks, like Axuall, provide a competitive advantage for staffing firms seeking to remove friction, cost, and inefficiency in the process.

“Expansive, complex, and geographically diverse organizations, like LocumTenens.com, face significant challenges in optimizing their workforces, and access to real-time information regarding their clinicians’ credentials is critical,” said Charlie Lougheed, CEO and co-founder of Axuall. “We developed our network with leading healthcare systems and staffing firms in mind, not only to accelerate their deployment into care settings, but also to maintain workforce readiness and elasticity.”

During a recent pilot phase, LocumTenens.com reported that its clinicians completed their portion of the credentialing process faster than the traditional process and overall were very satisfied with the experience. Based on that data, the company plans to integrate all credentialed clinicians to the Axuall platform by the end of 2022 with a goal of ensuring a seamless experience for both its new and returning clinicians.

“Clinicians are the lifeblood of the organizations we work with each day, and for those who work in multiple locations, on short-term or hybrid assignments, credentialing can slow the time it takes to get from onboarding to bedside,” said Susanne Hodges, senior vice president of information services at LocumTenens.com. “Leveraging the Axuall solution, we anticipate significantly reducing the time required to credential, thus improving patient access to care by simplifying staffing for our clients.”

Axuall continues to grow its network of providers and data partners, building on the success of commercial deployments with leading healthcare systems and staffing agencies.

About Axuall

Built with leading healthcare systems, Axuall is a workforce intelligence company powered by a national real-time practitioner data network. The technology enables healthcare systems, staffing firms, telehealth, and health plans to dramatically reduce onboarding and enrollment time while also providing unique, powerful data insights for network planning, analytics, and reporting.

About LocumTenens.com

LocumTenens.com specializes in optimizing healthcare staffing strategies with flexible, hybrid and temporary placement of physicians, advanced practitioners and psychologists through both onsite and telehealth services. As operators of the locum tenens industry’s most-visited job board, LocumTenens.com connects healthcare organizations with medical professionals to ensure patients have access to quality care. Founded in 1995, LocumTenens.com is a leader in the healthcare staffing industry, and an employer of choice placing clinicians who deliver care to more than seven million patients in over 2,400 healthcare facilities in the U.S. Headquartered in Atlanta, LocumTenens.com is a Jackson Healthcare® company. Learn more at www.locumtenens.com.

Contact Information:

Nicole Das


Axuall, Inc. Grows Headquarters in Cleveland

IT/Software Company Servicing Health Care Industry Plans to add 75 Positions

CLEVELAND, Ohio, March 28, 2022– Axuall, Inc., an innovation IT/software company providing solutions for workforce intelligence and digital credentialing in the healthcare industry, plans to grow their headquarters in the Northeast Ohio Region by adding 75 new positions. The Ohio Department of Development (ODOD) approved the project for tax credit assistance at its meeting today.

Axuall, Inc. is forecasting rapid adoption of its platform by healthcare systems, staffing firms, telehealth organizations, and health plans. Axuall’s data network provides insights for network planning, analytics, and reporting, while access to this data has proven to dramatically reduce onboarding and enrollment time for its recipient organizations. The company’s founders and management team bring a wealth of experience and past success in data and healthcare innovation, drawing from their past co-founder and leadership roles with Explorys (IBM) and Moat (Oracle).

Axuall has raised nearly $14 million in venture funding since 2019 from both local and national investors, including Flare Capital Partners, Intermountain Ventures, University Hospitals Ventures, MedStar Health, Epsilon Health, InHealth Ventures, AV8 Ventures, JumpStart, M25 Ventures, and North Coast Ventures.

“We’re thrilled to innovate alongside our investors, partners, and customers in the region,” stated Charlie Lougheed, CEO, Axuall. “Ohio is a great place to incubate, develop, and scale technology companies. We’re honored to receive the support from the Ohio Department of Development as we grow nationally.”

Local, regional and state economic development partners – including the city of Cleveland, ODOD, JobsOhio and Team NEO – worked collaboratively with Axuall leadership to build the case for expanding in the Northeast Ohio Region.

“Axuall is a homegrown success story and expanding at a critical time for innovation in the healthcare talent space — where professional staff shortages are a growing concern,” said City of Cleveland Mayor Justin M. Bibb. “We are delighted to partner with Axuall as they continue to advance the digital transformation of workforce intelligence and provide opportunities to attract and retain tech talent in Cleveland.”

“The Northeast Ohio Region is a perfect match for Axuall to build its roots given the unparalleled strength of our healthcare system and our innovation ecosystem,” said Bill Koehler, Team NEO’s chief executive officer. “We are confident they will continue to grow with their innovative product for hospitals for many years to come. Along with our local partners, ODOD and JobsOhio, we congratulate Axuall on its expansion and look forward to working with the company in the future to ensure their long-term success here.”

About Axuall, Inc.

Developed with leading healthcare systems including University Hospitals, MetroHealth, and MedStar Health, Axuall is a workforce intelligence company built on a national real-time practitioner data network. It connects healthcare organizations to a vast array of data, providing insights for network planning, analytics, and reporting, while dramatically reducing onboarding and enrollment time via provider-enabled digital credentials.

About Team NEO

Team NEO is a private, nonprofit economic development organization accelerating business growth and job creation throughout the 18 counties of the Northeast Ohio Region. As the designated JobsOhio Network Partner, we align and amplify local economic development efforts in the region’s 18-counties; we conduct research and data analysis to inform local conversations and influence solutions; we market the Northeast Ohio Region; and we work to increase access to jobs, education and training for the region’s 4.3 million people. We do this to build a more vibrant regional economy; one that is more talented, equitable, competitive, innovative, resilient and prosperous. For more information, visit teamneo.org.

About JobsOhio

obsOhio is a private nonprofit economic development corporation designed to drive job creation and new capital investment in Ohio through business attraction, retention and expansion. The organization also works to seed talent production in its targeted industries and to attract talent to Ohio through Find Your Ohio. JobsOhio works with six regional partners across Ohio: Dayton Development Coalition, Ohio Southeast Economic Development, One Columbus, REDI Cincinnati, Regional Growth Partnership and Team NEO. Learn more at www.jobsohio.com. Follow us on LinkedIn, Twitter and Facebook.

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MedCity News: How Workforce Intelligence Can Help Combat the Staffing Shortage in Healthcare

Since the pandemic began, health systems have faced severe medical supply shortages for everything from personal protective equipment and ventilators to testing kits. However, those issues pale in comparison to a growing workforce shortage that is touching nearly every aspect of the health ecosystem.

That shortage existed long before the pandemic and has pushed health systems to the brink of their capacity. In fact, hospital CEOs recently reported that staffing has overtaken financial challenges as the top concern for the first time since 2004, according to the American College of Healthcare Executives.

While there’s no single solution that can solve this challenge overnight, there is some positive news. Namely, healthcare organizations are beginning to realize how data and analytics can be applied across the provider community to help solve this problem through an emerging practice: workforce intelligence.

Let’s explore the reasons why workforce intelligence has become essential in healthcare.

Providing the chance to analyze and plan

The pandemic has certainly tested supply and demand limits. But evolving delivery channels, healthcare consumerism and an aging population are forcing leaders to rethink how they plan, engage and onboard their clinical workforce. As a result, staffing shortages, skyrocketing contract labor costs and clinician burnout at levels not seen before have created a perfect storm.

By providing health systems with comprehensive, real-time insight into their current and future clinical workforce, leaders can better navigate the increasing challenges of care logistics. It enables leaders to leverage real-time data to address gaps in workforce supply, distribute precious resources more efficiently and optimize their care networks.

Addressing the burnout crisis

Staffing shortages and inefficient deployment models drive the over-utilization of clinicians, a key driver of frustration and attrition. According to Deloitte’s 2022 Global Health Care Outlook, an alarming 55% of frontline healthcare workers reported burnout, with the highest rate (69%) among the youngest staff. Therefore, reducing unnecessary steps in the workflow and accelerating information to make better decisions can profoundly affect morale and the bottom line.

Reducing the friction within clinician deployment

No task is more bemoaned by clinicians than credentialing.

Clinician information is expensive and tedious to obtain and confirm, especially if it requires manual effort by the already overwhelmed administrative staff. Connecting into provider data networks and applying workforce intelligence can dramatically improve this process for administrators and clinicians alike, decreasing deployment time and easing the burden on overstretched clinical staff waiting to be relieved.

This difference isn’t just eliminating the burden of more paperwork, it’s empowering clinicians to manage the most important documents of their careers: their credentials.

Allowing health systems to always be ready

In this challenging environment, it is crucial for health systems to be efficient and flexible. Real-time updates ensure an always-ready workforce that can be quickly deployed where they’re most needed, all while meeting credentialing and privileging regulations at the same time.

This, historically, has been a daunting task, but thanks to big data, information related to a practitioner’s credentials, skills and capabilities can easily be collected. This provides multiple benefits to clinician teams, including:

  • Enabling care collaboration: Leveraging digitally verified provider data to cross credential across locations and care partners empowers organizations to expand services and revenue. This enables healthcare systems to more easily share providers in support of community care collaboratives and national telehealth networks.
  • Optimizing economics: Physicians produce thousands of dollars a day in revenue for healthcare systems, offsetting rising costs elsewhere in the organization. Reducing unnecessary delays is key to revenue capture. By enabling teams to make faster decisions about how and where to deploy clinical resources and with the privileging regulations already met, administrators can cut weeks, and sometimes even months, out of a labor-intensive problem that also improves patient access to care.

Looking ahead: the future of workforce intelligence

While the U.S healthcare workforce shortage has been recently thrust into the spotlight, the pandemic only worsened a trend long in the making. The problem is only expected to get much worse over the next decade due to an aging population, longer lifespans, an increase in chronic conditions and alarming rates of burnout, among other issues. We can’t pretend there’s any simple off-the-shelf solution that can be used to solve this incredible challenge.

But by applying big data and workforce intelligence as a solution to the staffing challenge, healthcare leaders can begin to build better networks, eliminate deployment delays, meet patient demand, improve outcomes and ultimately improve the bottom line — a win for all stakeholders.

Photo: PeopleImages, Getty Images

Hardenbergh Webinar: The Power of Robotic Process Automation: Friend, Not Foe

In the Webinar, Axuall’s CEO, Charlie Lougheed, delves into the topic of healthcare’s provider supply and patient demand mismatch and how Robotic Process Automation (RPA) and real-time provider data networks will reshape the landscape and the careers of Medical Services Professionals for the better.

Topics Include:

  • The provider supply and patient demand mismatch: How the gap is widening at an alarming rate.
  • How robotic process automation (RPA) and provider data networks are fueling Workforce Intelligence.
  • How RPA is changing the role of the Medical Services Professional from task worker to knowledge worker.
  • The bright career outlook for Medical Services Professionals.

Inc. Magazine: Three executives weigh in on talent retention in 2022

Want to Become a Great Leader? The Smartest Ones Will Be Doing These 3 Things This Year


Planning for 2022, many leadership teams have had to consider employee retention to a degree like never before. What once was enough to keep employees happy — think remote work, office perks, and more — simply won’t cut it anymore.

Amid the biggest talent shift in recent memory, I connected with three executives to get fresh strategies about talent retention for the new year.

Put a premium on the act of listening

“There’s no ‘one size fits all’ solution when it comes to employee retention. Everyone wants something different out of their job, and as a leader, you must respect and understand that,” said Dean Thompson, chief growth/customer officer at HungerRush. “No two employees are the same, and it would be a waste of time and resources to treat them as such.”

Thompson believes that by listening to employees’ feedback, leaders will be much better informed as to how to keep employees happy. “The most important way to keep employees engaged is to simply listen to what they want,” he said. “Their answers may not be what you expected to hear, and that feedback will entirely affect how you approach benefits and employee management.” Driving home Thompson’s point, often employees don’t want rewards as much as you would think — they want to be heard and valued.

Give employees avenues for feedback

Listening to employees was a sentiment shared by all of the executives. Mark Woodka, CEO of OnShift, believes that to go a step further, you must provide employees with a way to conveniently share their feedback. “The only way to retain employees in today’s competitive labor market is by adopting employee-centric programs. Employees want to feel valued and heard, and one of the best ways to make this happen is with pulse surveys,” said Woodka.

“Sending quick and convenient surveys monthly or biweekly allows managers to monitor satisfaction and capture feedback so they can address problems before they fester,” he said. Additionally, Woodka believes that submitting feedback shouldn’t be the end of the line. “Unfortunately, many organizations don’t focus enough on recognizing and rewarding positive behaviors. One key to success is making sure employees value the rewards and that they’re offered fairly and consistently. Otherwise, this can lead to dissatisfaction,” he said.
Thompson was aligned with this thought process, adding his own two cents on the matter of feedback. “As leaders, we’re often given credit for things accomplished by our teams,” he said. “When someone congratulates you on the achievement, you need to stop them and let them know the employee who actually did the work and encourage them to give their accolades to them. When your employees see they get the acknowledgment, they’ll be prouder of their work and will aim higher to achieve those results.”

Lean on tech to minimize burnout

The pandemic forced many companies to invest in new tools and solutions to maintain workflow, minimize burnout, and keep employees connected. Charlie Lougheed, CEO and founder of Axuall, believes these investments should maintain their use and outlive the pandemic. “Heading into the new year, executive leadership teams should be focusing on how to lean on tools and technology that are available to allow employees to work smarter, not harder,” said Lougheed. “The executives who choose to prioritize preventing burnout now will reap the benefits in 2022 and beyond. Automating as much of the tedious, administrative part of the job allows for employees to focus on what matters in their respective roles, giving your workforce the opportunity to practice at the top of their skill sets.”

Talent retention in 2022 will be accomplished largely by accommodating employees. ​​In the words of Thompson, “once these strategies are put in place, your employees will be more engaged with company initiatives and changes, because their design is based on tangible feedback and they will reap the rewards.”

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