Pros
AAPC has a dedicated team coming up with ideas to promote unity, elevate who we are, and downsize what we don’t want to be. We know nothing replaces having happy and fulfilled employees who feel that what they are doing matters. Under the P&L life blood of our company (which all lasting companies need) our root purpose and soul is nothing short of…. amazing---most of us are very honored, proud and grateful to belong here. • We have elevated the career of our certified coders --- largely middle class women—to higher earnings, career advancement, and many with the freedom to work from home to raise their kids or retire with an income • We have created opportunity for healthcare communities to excel as a business, and in a small way, eased the burden of physicians to help them focus on their patients (and perhaps that energy was used to save someone you love). We do it with every exam, every phone call, every educational and skill-based tool we develop and produce, every live event, blog, article, forum, and chapter meeting, every new idea, and all the love we put into it. Our employees make us awesome. Our collective plans and take away action items to elevate our common goals, get people excited to be part of AAPC’s larger purpose, and kick butt is an ongoing process. The people who work at AAPC are committed to making this happen.
Cons
Like many companies managing baby-bloomers, Gen X, and Millennials, we are learning how to motivate each group differently and sometimes with less success than we want. For example, many Millennials love feedback-- lots of it. It’s how they know they are doing what they are supposed to be doing, and that they are doing it well. This is complicated because we are endlessly turning on a dime to support the US healthcare marketplace….which is changing more quickly than our doctors can keep up. Bottom-line, AAPC is investing in newer, better and more effective ways to communicate when, where and how to meet everyone’s needs but we are not perfect at this and need to improve.