You have no doubt seen the changes that ‘work-from-home’ has made in your own practice.…
By John Borrowman, CPC
Borrowman Baker, LLC, BV Staffing + Consulting
Covid showed BV practice leaders that they could operate with fully remote teams and that the team members liked it that way. So, if remote work arrangements let you hire from a larger universe of candidates, what’s the problem?
Unless you’re an exception to the rule, you didn’t magically leap to the top regarding leadership and pay. Like everyone else, you evolved from merely a “doer” to a “seller-doer.” More importantly, you probably didn’t do it by yourself. You had someone you could watch and model yourself after. If you were lucky enough, someone spent time coaching and mentoring you.
Imagine how complex your evolution would have been if you were miles (or hundreds of miles) away and not simply down the hall. That’s what your remote team member faces.
Most young professionals working (or wanting to work) remotely aren’t thinking about this downside. They focus on how much they like the freedom and independence that comes with remote work. They aren’t thinking about how their compensation will hit a ceiling because it’s based only on what they can bill and not on the revenue they might bring.
We’re not saying you shouldn’t use remote team members if you can. It does mean, however, that if you rely on remote workers too much, you could jeopardize the future of your practice and, more importantly, your retirement.