Preview Mode Links will not work in preview mode

The Business of Business Podcast

Sep 28, 2021

Is Offering Remote Work Critical To Recruiting Better Talent? with Laura Miller

Some companies are ordering worker back to the office, while others are making the most of those that want to stay working remotely. There has been a lot of rumbling about a mass exodus from traditional on-site employers. Some benefits, you don't limit your talent pool to those in your backyard, reduced overhead in office space, and making loyal employees.

About Laura

Laura Miller is the Founder and CEO of TempDev, a company of healthcare information technology consultants nationwide who specialize in NextGen EPM and EHR. She combines a technical background and business savvy to create holistic and sustainable solutions positive clinical, financial, and operational impacts.


  1. Homepage:
  2. Twitter -
  3. Facebook -
  4. Instagram -  
  5. LinkedIn -

YouTube -

Full Transcript Below

Is Offering Remote Work Critical To Recruiting Better Talent? with Laura Miller

Thu, 6/24 12:07PM • 38:07


people, office, employees, home, pandemic, work, talent, company, remote, feel, trust, doctor, employers, day, long, struggling, kids, recruit, clients, talk


Laura, Roy Barker

Roy Barker  00:07

Hello, and welcome to another episode of The Business of Business Podcast. I'm your host, Roy. We are the podcast that brings you episodes on a wide variety of topics with a diverse set of guest speakers, and today is no different. We have with us, Laura Miller.


She is the founder and CEO of TempDev, a company of more than 30, healthcare technology consultants nationwide who are experts in next gen EPM, and EHR and development. With personal strengths and development, she is able to combine her strong technical background and business acumen to create holistic and sustainable solutions that go beyond meeting clinical needs and creating positive financial and operational impacts. So without any further delay, Laura, thanks so much for being with us today.


Laura  00:59

Thank you for having me,


Roy Barker  01:00

You bet. And we're gonna deviate, I'll let you talk a little bit about the business. But we're gonna deviate and talk a little bit about working from home and coming out from the pandemic. But before we do that, tell us kind of, you know, how you got here? How did you get into this space, this technology space in the healthcare industry?


Laura  01:19

Sure. So I started as a computer engineer, as I got out of college, and I was looking for a technology job that actually had more females in it, because in college, I was the only female in my graduating class in my major. Wow. And the nice thing that I found about healthcare, it was that there were more women in it, then I would say like the general population of it jobs, you know, we lived in Silicon Valley. So you had your plethora of jobs available to you, as you know, an outgoing college senior, but I really liked that healthcare space.


So I started, I worked for a group that had purchased next gen software, which is that software that physicians use when you go for a doctor's visit. So you know, how they chart on a computer nowadays, or hopefully, they are, let's say, hopefully, um, it's that kind of software, okay. And we, this was kind of at the forefront of that of beginning to really roll those, that software out. And as I worked more and more in that industry, I started to be recruited quite a bit. And as soon as that happened, I ended up creating a consulting firm from that. Okay. Okay, and building an out from from that experience


Roy Barker  02:57

So now, do you consult with individuals about specific other products? Or do you consult with them about building more building things that are more specific to their needs?


Laura  03:09

Yeah, so we primarily consult with I would say, larger healthcare organizations, but more in the ambulatory space, which is the not hospital space, I guess you could say. That's normally how I describe it because it's the doctors you're used to seeing every day those those doctors, but I think when people hear healthcare, they think hospital, no, the the doctors etc. And we consult on solutions for them, you know, it might be programs they want to, they want to take part in it might be payment programs that they they want to go after or grant funding. They want to do reporting, it's all different. But yes, tailor making solutions that might include development, training, project management, consulting, advice, so we can we can have the whole breadth of that world in our firm now.


Roy Barker  04:11

Right. Okay. Yeah, that's interesting. And so the other part of this is, you know, talking about working from home, I think that we've got some challenges that people have, there's some people you know, I think there's about three groups, there's some people very comfortable working from home and don't want to go back and then there's some people that hate working from home and want to go back and then there's those in the middle that and I like to work from home and you know, go in and participate with things as the office do and, you know, with this employment situation, it's just been crazy.


For the last month or two about it's not you know, at first I think it was hospitality, the fast food restaurants, they were struggling for help. But now, you know, I'm here that this is just expanding to other industry. So I think this is gonna be a challenge of not only managing that going forward, but you know, taking the chance on maybe losing some people, if you forced them to come back into the office, what are your thoughts on that?


Laura  05:13

Yeah, I think I think we what we have seen, because as consultants, we have insight into a lot more companies than I think they average room might. And what we have seen is that that first group, I just want to work from home, please lead me, it's gotten a lot larger than it used to be, you know, we, we all figured it out, we all had to, we've been living that life for over a year. And they don't want to go back. And I think, as the pandemic has started to wane, and things are starting to get back to normal, we have definitely seen the job market improve in all aspects, you know, and we are seeing a lot of attrition. We're seeing a lot of movement between companies, we're seeing a lot of hiring and open racks between groups.


So I think that, you know, it's just going to get harder as employers to retain talent. And what can you do to improve your because because that is always my number one concern, it is always probably my number one issue is keeping good talent. Right? And because that is my number one asset, in my opinion, is, especially as a consulting firm, right? My consultants are my largest asset. Right? And so keeping them is, is critical. And I think companies really need to see that in general with their employees. Right?


Roy Barker  06:44

Yeah. And I think it can be limiting. And I, you know, for my background, I've worked from home for, you know, the most of the last 20 something years, it's just been natural, and I'm very used to it. And in your company, you're structured where you have people scattered out all across the US. And I think that, you know, the other part of this is not only you know what workers need to retain them.


But I think it's that talent issue, too. It's like, well, how many people within a six block radius of where you live in office, you know, are going to be good fit, you got to fit. And that's a little extreme, but we could expand that scope. But I just the point is that, you know, we kind of limit ourselves as a company with talent that we may be able to acquire.


Laura  07:27

Absolutely. And I think that's one of the keys that we've had to a successful business is being able to recruit across the US, and being able to say, I don't care where you live in the US. You can work for us. Right, right.


Roy Barker  07:43

Yeah. And in your business, you know, I'm sure that there's some traveling to be on site. But you know, a lot of things can be handled through zoom. And, you know, sometimes it's a lot more productive, because you get on get your meeting over with and you're off and on to the next thing instead of, you know, back in the old days, when you went somewhere in math, and we have to have coffee, doughnuts, maybe lunch.


Laura  08:06

Great. Everybody comes and talks to you, everybody comes to your cube. Yeah, I find myself far more productive at home than I am ever when I go into an office and part of that is naturally my position. But yeah, you're not. It's somewhat removes that social aspect, which, hey, some of its good, and some of its bad. So I think having that opportunity to go into an office occasionally, and having those team meetings or whatever it might be. I think that's, that's still worth while and still very valuable. But it doesn't need to be every day. I don't even think it needs to be every week, quite frankly. Yeah. And I kind of jokingly say back, you know, 90s, long time ago when I did work in an office downtown.


You know, I joked at first it was, you know, I just had the door open, and then got to a point where I had the door closed and people just got where they'd knock can come in. And jokingly say, then I had to, like, you know, wedge a chair up underneath the door handle where people couldn't come in, because it seemed like, you know, when you have 30 4050 100 people in an office, it seemed like it was a constant stream of, you know, from eight to five, a constant stream of people and then you know, from six o'clock till midnight, that's when I could actually get some work done. Yeah. And I feel like it also cuts down a little bit on the office politicking. Yes.


You know, there's not so much gossip, there's not so much. Um, you know, it just it we haven't seen it at our company. And I have to think that a lot of it. I think we have really good people but I think a lot of it has to do with you know, everybody's not everybody's face and personal business all the time. You have a little bit of separation and you have a little bit of privacy, which I think is is kind of really key to keeping The gossip and drama right out of it. Barely having drama. Yeah, yeah. Not being robbed on top of each other constantly to that, you know, that does help in that.


So what are some factors that you, in your opinion or what you've seen? Why do you feel the urgency or the need to try to bring people back to the office? Is it distrust? Is it an old school of thought that? Well, they've always worked here? They just need to be here. What do you think on on that? I think some of it is trust. You know, I think some of it is absolutely trust. I do think there is there are some old school people, you know, I'll hear Oh, well, the CEO once people back in, okay, but nobody else does. So let's go talk to the CEO, or let's go talk to the CEO. Um, I think some people want to escape from their families or work commitments.


I heard that, you know, they like to go hide, because they don't want their teenage child maybe coming and bothering them, which have how space for those people, certainly, that's it make that available, but for the majority, and don't make it like a second class citizen thing for people who are at the office and aren't at the office, because I do worry about those kinds of situations getting set up too. But but that's kind of where I've seen people wanting to go back. Or they feel like, we've wasted all this money on rent, equipment, everything else for it to just go away, you know, for not being used, it feels like such a waste. Right? Right. Yeah, I


Roy Barker  11:46

thought that would be a good opportunity for, you know, for the realization that maybe we do have a little bit too much space, too much stuff. And that, you know, if we're able to, to operate off this, I feel, you know, because if I have an idea, or if I'm working on a problem, and I get a solution at seven or eight o'clock at night, I'm easily able to walk over my computer and take care of something where you know, what, if I'm not at the office, it's it's a little bit more difficult.


But I also to, you know, I realize it from my point of view, it's that commute. I mean, good gravy, some people in big cities, they have, you know, hours commute. So we got that time were taken, you know, we're kind of giving back personally. So I don't mind. I think you can give a little bit more because of that, you know, but the costs the buy and the lunches and it just such a benefit to both sides, I


Laura  12:38

think. Yeah, I did, too. And I, I have not really heard a lot of valuable arguments as to why you need to be back. I mean, it certainly if you're dealing with customer, isn't it? You know, you're like in the health care space. But even you know, as we talked about, I work in health care, right? I don't know, have you had a telehealth visit yet? With the doctor?


Roy Barker  13:02

It's been a while but yes, I have done that before.


Laura  13:04

They're amazing. Yeah. Right. And it saves you so much time. So I think even now, we're gonna see like a nice mixture of remote work too,


Roy Barker  13:16

right? Well, it saves you two hour, you know, as a cut as a customer saves me, you know, the drive to the place, and usually setting 30 minutes in the waiting room, and then another 30 minutes in the exam. You know, I just feel like I'm getting an hour and a half of my life back and not having to go Plus, it's like the, I think I didn't think about this much before. But now with the pandemic. It's kind of everybody's looking sideways at the people that are sitting around this room with them thinking what have they gotten them? You know, am I going to catch that?


Laura  13:46

Yeah, I mean, you're out. You're sending sick people in with sick people. And then you're all getting more sick. Right, right. Yeah,


Roy Barker  13:52

exactly. So you know, I think the trust to me is the biggest thing. And, you know, I think like you said, I think we should have more free will if you want to work at home. Great. beyond being the office great. Neither one of you rises above the other because of that, you know, we have to treat everybody equal. But the the trust factor, it's interesting, because it's like, Okay, well, I don't trust you as my worker. Now. I mean, if we really examine that, it's like, well, I should probably hire better people that I do trust.


But also, I think we can look back and say that the problem probably isn't you as much as it is me and maybe I need to go through some sensitivity or some training to like, learn to trust and open up and not be scared until something happens. Now. You know, if you fall off the radar for two or three days, then it's like, then we can have a talk like, Hey, what's going on? Maybe it's not awesome for you. Maybe you need to come in where you can have more structure, but as long as you're producing Why do I really care where that happens?


Laura  14:57

Yeah, I you know, I used to feel like And I will tell you, I probably the first 10 years of our company, I felt like that. And then I got burned a couple times pretty badly by people that I trusted, and later kind of found out, they were, you know, not really as President, and you do get suspicious as an employer. And as an employer becomes difficult to, you know, manage that, because, like, how are you logging? How are you tracking, so what we ended up doing, and I and it's funny, because we do healthcare consulting, but as all our all our clients switch to remote work, we ended up doing like remote work consulting, just because we knew all about it. So we implemented Time Doctor, which is screenshotting software.


And it does blur the screenshots. So I can't like necessarily read exactly what you're writing, but I can see, like, you're on Facebook, and I can see like, how long you're on Facebook, you know, I could see you're on there for 30 minutes, or I could see that you're not active on your computer for the day. Yeah, um, and, you know, it's so it's not like I go, and I look at it every day, because I don't really have that kind of time, nor does my HR department. But if we start getting suspicious, it is very helpful. And as you do you know, when, like, 15 states or something, I can't go and watch so and so and build a case.


So I need something to kind of help manage employees. So we did implement that. It it pained me to do it, it deeply pained me, you have no idea. And I, it took a lot for me to get there. But you know, I also, I also feel for my clients, I don't want to ever fraudulently bill my clients for work, that's not happening, right. And I had to really take it at that level for me to like, get to that place. And so it took so much for me to get over there with the trust, because I like to just trust my employees. That's something I deeply feel.


But my employees don't care. You know, it's just kind of like, oh, whatever, it's there. And they know that like, unless we're suspicious, we're not really looking. Right, exactly, you know, but it is there if we need it. And it does help us manage people better. Because if we see they're struggling, we can see kind of what they're doing to you know, and you know, and one on ones, we could go okay, but you're like in your email all day, you're not really doing development. And so maybe that's where the issues are, or it looks like you're just struggling here looking at your screen, like maybe, maybe we should spend some more time with you and help you out.


So I think we have found a greatly beneficial, but it took a lot for me to jump over. So I do say, if you are having trust, and that's the one area you feel like is making people come back into the office, there are other solutions out there, available that can help you get over that hump without making people come into the office.


Roy Barker  18:17

So how, how does that impact your recruiting? When you? You know, I guess first off is how do you recruit if you put you know, like local ads, or, you know, like a local indeed, or D reach out or kind of talk about that process. Because that's the other thing is looking at, if you just maybe advertise recruit in a local area, you're only get local talent where some way you know that you're operating, you're getting it spread out across the states.


Laura  18:51

So I would say that, I would beg that these companies like indeed and LinkedIn, allow that you be able to post a US job, because they don't, you cannot just go and post like anywhere in America, I don't care where you are, you can't post them like that, you know, you can't even pay like a premium to post it like that you have to pick a city. So we kind of just go Okay, we're gonna pick these five cities, and we're gonna post racks. Now we do end up getting people from completely outside of those areas. So I know that that's a feat.


You know, I know that other people are seeing, you know, they're searching next gen consulting jobs and they're coming up and finding are indeed, we use indeed quite a bit, I find it most helpful because it has a lot of screening options that other sites don't tend to have, but I really wish they would let us recruit from just throughout the whole country. And then when it's not working in those cities, we will just switch to other cities. And that's kind of what we have to do because I feel like As much as we are, I don't think we're bleeding edge. But maybe we are. But like, it feels like corporate America has not caught up with us in this regard at all.


Roy Barker  20:11

Yeah, and that's one thing for being, you know, your size and being nimble and being kind of forward thinking about, you know, the talent issue, because you all have a, you know, pretty specific talent that is needed. It's not just, you know, any pool of workers. But let's talk and I know that you're not in HR, he, you know, he may not have your finger directly on the pulse, but I'm sure you have some idea is, so how does it look? When you once you make contact with somebody, is it like, Oh, awesome, that we're remote? Or do they get a little disappointed that Oh, you don't have somewhere for me to show up every day?


Laura  20:47

literally never had that impression. You know, I mean, I'm, I'm always the last interview with a candidate I'm, I'm somewhat of a control freak, I think when it comes to our clients or in our employees, but I like to control the brand. So I'm always the last interview, so I always kind of get can gauge the pulse. I have never once had anybody say to me, oh, I really wish we had an office, we could go in there like cool. I love that you're remote. This is great. I can work from home, you send me a laptop, you sent me monitors? Awesome. Like, that's generally how this goes.


Roy Barker  21:27

or most of these people, you know, in your estimation, are most of these people that have been working remote? anyway? And this is something that's not new to them? Are these people that have been because he's used to do some I had a co share office with one, you know, kind of like the Oh, I can't think of the name of it. But you know, where they have different we work? Yeah, yeah. Similar to that. And there was a lot of developers in there that, you know, they were working for companies spread out all over. So it may be a little more prevalent in, in your world. But I guess, thinking about those people that you talk to is this like, oh, wow, I've never had this opportunity. There's like a I've been doing this for a long time. Anyway,


Laura  22:11

I would say it's like 5050. Okay. You know, I think that there are enough company, you know, especially they've been consultants before, I think more of them have been remote. If they're coming straight from like a practice, most of them have never been remote. So there are some growing pains. There are some coaching, there's some coaching we have to do around like, Hey, here's some advice about how we do remote work, because I think there is a certain learning curve, right? Being remote. And, you know, to me, it's like, you have to have a routine, things like that are just doesn't work out very well for you. And I think that not everybody's made for it, too.


Roy Barker  22:53

Yeah, exactly. So have you won some candidates? Have you won them over that? Maybe you were in the competition for the talent with another company? And they're like, Oh, I love this model. Um, you know,


Laura  23:06

I'm pretty sure we have I don't know if they've actually told us like, Oh, that was the deciding factor. But I'm pretty sure we


Roy Barker  23:14

do have any specific questions are, you know, I don't know if you can even tell I guess it's hard to everybody puts on their best face for an interview. But y'all have any specific questions that you're asking based around the, the home base? Do you have a segregated area to work in? Do you have an internet connection, a dedicated, you know, you have to have a dedicated phone back in the day, it's like, a dedicated line for the fax machine. But you know, those are, those are long gone. But, you know, are there things like that, that john tried to talk to him about prior to hiring?


Laura  23:48

So, you know, my dad and I were having this conversation this weekend, because he was like, Well, what do you do Do for for remote, like people and I'm like, well, we do like an internet and cell phone stipend. And we pay people for that. And we just do a flat rate to pay for it. And he's like, Well, what about people who can't get internet to their home? And I'm like, Dad, we've literally never had that person. Because I think for us, the people who like we're recruiting are people that like probably would always have Netflix and want to stream television in their house. I think that's just what we're recruiting tech people. Anything tech people want fast internet.


So I don't know if I've really ever had that as as an issue. But we do ask people like, have you ever worked from home? Do you have a quiet place you can work? Um, we did have one time an employee who was really struggling working from home. So we picked up the cost of like a we work type situation, because it just was working out it would work out better for that employee. I think sometimes you just have to figure out what's going to be the best situation for your employee. And go with it.


Roy Barker  25:01

Yeah, yeah, you know, I'm lucky, my, I started this, you know, when my kids were middle school, high school, you know, they were older, but I can only imagine, you know, if you have smaller kids, big family, you know, a lot of activity going on, it may be a little bit distracting to be at home. But you know, I just feel so much more productive and kind of going back to your, your internet. You know, we had a little pre pre show discussion about that I've been having some internet issues. But you know, I live in the 12 largest city in the US.


And we we don't have the infrastructure in our particular plays. I mean, we have no cable cable TV is 4937 feet away from me. And, you know, we had an old copper cable, so we survived off of hotspots for many years. And, you know, before we got this new, we got a new fiber buried in over the last month. But prior to that, you know, we had four hot spots that we were, you know, we'd burn through data in about a week it, it's difficult. You know, like, I actually had one guy that I had to put off on taping and, you know, after a couple weeks, he's like, why do you live in a third world country?


Or do you live in the States? Like, no, I live here, it's just, you know, it's a very unique situation. But yeah, thank you, you know, you're right, that most techie people that they you know, they probably do some coding and stuff on the side that, you know, they probably always have some pretty decent internet.


Laura  26:29

But it is a sad state when, you know, a lot of the good majority of Americans don't have access to good broadband, right. And I think as a city folk, forget that. I totally do, I will admit it, but that is something I completely forgot about,


Roy Barker  26:51

well, you know, what's been kind of cool here is the pandemic enlightened, a lot of even some of the urban districts that they didn't have, you know, some of their students families couldn't afford it. So some of them are starting to build out their own Wi Fi networks. And I just wonder, you know, I wonder how long that's going to be before, that's just the something that's an added value for the city is just already have that built out on it, we may be a long way off, especially out, you know, with me on the outskirts of town, but I can only imagine, you know, in the in the city.


It wouldn't take that much really. Right. And especially with 5g coming out to Exactly, exactly. Well, um, so any other aspects of the work from home, you know, either on the because, you know, I see you work from home, so you're, your partner partake in that. So any other things that you want to talk about, either from the work from home person or from the employers perspective?


Laura  27:52

You know, one thing I will say is that what we've seen in the pandemic, right, is women leaving the workforce, right, in mass numbers, right. And I think, from my own personal experience, because I have had both my children as a work from home employee, right, also the employer, but also as an employee. And I try to think of how I could have done it, going to an office every day. And I don't know if I could up in a two working parent home.


You know, I was home, I got to see my kids. And I did have a day I did have help, which I was incredibly fortunate for. But even now, I don't actually have one anymore. Because once my kids could go to school, I just didn't really feel like I needed that. But, you know, when my kids are sick, I can just run to their school and get them and bring them home and they can hang out at home and my employees are none the wiser, that I'm like managing this to my clients are none the wiser. Maybe I'm taking a call from the car on going and getting them but like, you know, nobody really notices. And I wonder if employers had been more flexible. If people had been more forgiving about childcare.


I wonder how many women would have left the workforce? Right or had to? You know, I think you and I had talked a while ago about just working at different hours. Right? If women had been able to kind of work a little bit later and maybe helped their kids during school hours, because I would say that was the hardest part of my life was when my kids were out of school. They were home. My husband and I were still working. I was trying to make sure that my company was going to survive. And we were the lucky ones right?


We were the employed ones. And that was so difficult. Call because we had nobody here to help us. We were We were struggling so much. But if people had been flexible, about like, Oh, you can just work at night, as long as you're productive, as long as you're getting the work done, or Hey, get half the work done you used to because we're in the middle of a pandemic, like, let's just do what we can for each other. Like, I, I wonder what would have been different because I find that such a shame. And I think that if we want to think about how to get women back in the workforce.


If we want to think about how to make, make work a better place for mothers, as I keep I keep reading about how, you know, the birth rate goes down? How are we supposed to have a bunch of and like, go to an office and, and somehow take care of our kids when they're sick? And like, take them on all these appointments and deal with that, and summers are off and everything? No wonder the birthrate is down? Yeah,


Roy Barker  31:04

yep. Well, and it's the stigma, as well as just the struggle is that, you know, I think that when you have to if you're in an office, and you have to go to somebody and say, Look, I've got a sick child I have, you know, it's unrightfully, but it still happens, it's that stereotype, well, she doesn't really care about the job. And the unfortunate part, as you know, and I'll say, from a male point of view is that we put a lot of that burden on, on the females and the women, you know, for the childcare, things like that.


I mean, you can't even imagine if I was having to take care of a sick kid, I don't know what would happen, both of us would maybe, you know, disappear. But the other part of this I'm talking, I had a guest not long ago on aging, and so we not only got the children, but now we have some women that are moving to taking care of elderly parents. And the unfortunate statistics show that usually the the daughter in law even takes care of the husbands.


So they get you take care of the kids, and then they get to take care of the parents in old age. And again, it's, it's cost a lot to leave the workforce, just because they can't juggle it all. They feel like if they're at an office, they're not at home, you know, maybe closely supervising somebody. And when they're home, they're not paying attention to the office, and then the flat between, hey, you need to be here. And you know, just all of that where again, it's not the total panacea. But that's where we get back to the work from home option.


You know, it really solves a lot of these problems, especially if you're in a position that didn't really matter. If you wrote that report, at two o'clock in the afternoon, or eight o'clock at night, you know, there are certain functions of jobs that it just really doesn't matter. As long as it gets done, what time it actually took place. Or the location.


Laura  32:56

You know, it's funny, my, one of my employees, she, her sons, the father is always listed on the school paperwork, like in an emergency call the dad. And the dad has never been called ever to pick up the kids from school, it is always mom. And she's like, you know, even if you try, it doesn't happen. And yeah, I think, you know, we were talking about the drama of, you know, office politics, if they're not seeing you go and pick up your kid if they don't even know what's happening. Right. I think it kind of cuts that down quite a bit.


Because and I wonder how much worse it's going to get? Because I will, I'm sure almost every mom will admit that at some point or another we've all given our children Tylenol when they've woken up with a fever and sent them to school. We're definitely not doing anymore after COVID or I would at least hope not. So I think now we're gonna be really forced to keep our kids are not for us.


But I think we all see the the issue with sending our kids to school sick right after we saw what happened with COVID. And so we're, we're gonna have kids home even more. And we need an alternative for that because it's just gonna fall on the moms know, no matter what, and I have a very, I have a husband who is very good at trying to pick up some of the responsibility but even then it falls


Roy Barker  34:20

down I'm gonna say on the emergency contact list that give you a little insight there's that the dads have the emergency contact, like when you're contacted in an emergency is like they have the wife's phone number like or like a the school's going and got problems, like auto forward. Yeah, exactly. Exactly. Well, Laura, thanks so much for taking time out of your day to talk to us.


I think this is a you know, it's going to be more and more of an important issue. I think as we get through this pandemic and it you know, I've read a lot of stuff that said it actually can change the landscape of a you know, Employment an employee in that relationship going forward, because they said, I don't remember the exact percentage, but I think it was around 40% of workers just said, not going back, I'll just go do something different. And right now there's seems to be, you know, a lot of churn, a lot of positions are coming open.


And so they actually have that. The option to do that. So I think as employers, we have to be very mindful, if we're going to retain our top talent, we have to listen to them, what is their position, and figure out a good way to manage it, I think there's always a solution. And no one Thank you for having me. Because this is a conversation that needs to keep happening. But so what is a tool or a habit that you use in your daily life, that really adds value?


Laura  35:46

So what I did Time Doctor, so I told you about that. I would also say Teams, it's been our that is like the number one thing that is probably the most valuable thing to me, because I'm in meetings all day, actually probably on teams, but I can call I can have lots of conversations with my own employees and dm them and talk to them all the time. And it's, it's able to allow me to communicate effectively, because a remote work, right, we have to be able to communicate. And I think it helps us keep in touch and keep a good relationship with our employees. And I find it very valuable.


Roy Barker  36:30

Yeah, it's been, you know, kind of migrating from the old Skype days. It was a very, it was awkward and bulky. But they've done a good job with teams. I love teams. Yeah, no, it's so much better. All right, well, tell us again, about TempDev. And, you know, tell us what y'all do, who you like to work with how you help them? And of course, how can somebody reach out and get a hold of you.


Laura  36:56

So we are a consulting firm that primarily works with ambulatory physicians. We specifically work on the practice management side with revenue cycle, medical billing, and also the EHR. We primarily work with next gen, but we also work with other ones as our clients somewhat want to but again, we're like an extra preferred partner. So we like to stay in that wheelhouse. We can be found at and, or by emailing us at


Roy Barker  37:36

Okay, great. Well, again, thanks so much. Hope you have a great rest of the day. And that's gonna do it for another episode of The Business of Business Podcast. course you can find us on the web at we're on all the major social media platforms and a video of this interview will go up when the episode goes live. So until next time, thanks for listening. Take care of yourself and take care of your business.