Company overview

Learn more about how our vast array of solutions and best-in-class technologies are powerfully serving the healthcare workforce. 

Our brands

They say you can’t choose your family – but we did. We think you will, too. Our family of companies can tackle problems of any size, big or small. 

Our role in healthcare

Learn more about how we use our unrivaled staffing experience, best-in-class technology, and strategic consultation to help your organization succeed.

Executive leadership

Meet our team of executive leaders who are guiding our efforts to make life better for providers, patients, and healthcare organizations. 

Core values

See how our core values guide all our business decisions and drive us to find new ways to make life better for those we serve in the healthcare industry.

Community impact

Learn more about how we give back to communities both near and far through fundraisers, team activities, medical missions, and more. 

Solutions overview

See how we’re delivering customized workforce solutions that are doing right by our healthcare partners and improving how healthcare is done. 


Check out our suite of high-tech solutions that perfectly complement our high-touch approach to a future-ready workforce. 

Strategic consultation

We’re experts in exactly one healthcare staffing solution: yours. Partner with our experts to build a workforce strategy tailored specifically to you. 


See how our experts draw from the industry’s largest locums database to deliver customized solutions such as locum tenens, permanent placement, and telehealth.

Advanced practice

Get insights into how our team of APP-specific experts use in-house credentialing and licensing to deliver the right candidate to your facility.

Allied health

Learn more about the process we use to connect your organization with qualified therapists, technicians, technologists, assistants, and more.


Find out what makes our nurse staffing truly stand out in the industry, and how we’re constantly looking for new ways to make the process smoother.


Tap into the nation’s largest network and deepest specialty bench of multi-state license providers to keep your virtual care strategies on track.


Visit our blog to get workforce insights, catch the latest company updates, and hear important stories from within the healthcare industry.


Get industry insights, workforce strategies, and more from our resource section. Each video, article, and tool has been created with your success in mind. 

Careers overview

Get the details on how a career at CHG fast-tracks your success and lets you play a role in helping 25 million patients receive care each year.

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Get all the details about our various locations nationwide. We have expanded our operations to better serve the needs of the healthcare community.


Browse our benefit and wellness programs and learn how our team handpicks the best options to support you as a whole person.

Diversity, equity, and inclusion

Learn about the DEI goals we’re embracing to make our company¬–and healthcare industry at large–a better home for everyone.

Learning and development

See how our award-winning team of trainers can help you develop new skills and pursue the career path that makes you feel the most alive.

Employee stories

Check out stories from our people’s lives that highlight how CHG supports personal growth and helps you make a positive impact in the world.


Learn more about how our commitment to workplace flexibility puts you in the best position to be happy, comfortable, and effective.

Talent network

Visit our Talent network page to apply for a job, communicate with our talent acquisition team, or refer someone else for a job at CHG.

Recruiting process

Learn more about our hiring process and how we seek out the best opportunities for you to make an immediate impact.

Encouraging employees to speak their voice

Nearly 20 years ago I was just starting my career in finance, when Wall Street was even more of a boys’ club than it is now. As a young new professional, I was thrown into a work environment in which most of my coworkers were the opposite gender and decades older than I was, and I felt like a conspicuous outlier. Fortunately to both me personally and professionally, my first boss at this financial organization was an advocate of speaking your opinion and encouraged me to do so in any meeting I was in regardless of my seeming inexperience or naivety. Even though there was a large opportunity to feel excluded in my workplace as one of the only young females in the office, because of my boss I was able to learn how to confidently share my ideas and insights with a group of people I certainly wasn’t grabbing drinks with after work or going on picnics with on the weekends. Because of this enriching experience in the outset of my career (even though I’m no longer in finance), I’ve realized how essential it is to embolden my team members to speak their opinions at any meeting—not only for the good of my specific team goals but the overall benefit of the entire company. At any company, it’s imperative to applaud employees when they speak their voice, and encourage them to add more to the conversation when they hesitate. Having more opinions from different people of different backgrounds only helps improve outcomes. Here are three methods I’ve learned build a company culture where everyone’s voice counts:

1. Provide a Safe Environment for Speaking Up

When I began my career in finance, my boss listened to me during one-on-one conversations about work, official meetings and even casual elevator chit chat. He hired me because he thought I was sharp and had something to offer so he allowed me to speak my voice to him—even when that was contrary to his traditional thinking or opinion—and he would attentively listen and engage. If he didn’t allow me to articulate my perspective to him, I wouldn’t have been able to share it elsewhere, much less to a group of men decades deep into their career. Speaking my insights to my boss was a rehearsal of sorts for sharing with more people. Like my boss, every team leader should be listening to their team members’ perspectives—ask them what they think and earnestly want to hear the answer. This encouragement not only helps them build confidence in sharing their thoughts, but supports the formulation of unique thoughts in the first place. Team members might not have a concrete opinion about a subject until their leader forces them to contemplate it and create their own perspective. This strategy shows team members that you believe you don’t have all the answers, and a mixture of dissimilar wisdom can bring the team to a better solution than any single mind.

2. Let Others Be the Smartest Person in the Room

It’s difficult for any person to break free of his or her ego, much less an apt leader of a successful company or a team at the successful company. With our best effort to put our narcissistic tendencies aside, we need to be willing to allow the best ideas to not always come from ourselves. Initially, leaders may struggle with the feeling of losing control, and it takes deliberate humility to recognize that their team members may have better insights than they do. It’s a very short-sighted approach to be the sole idea generator, and never can a company be an organization of one. Your employees’ ideas may not always be pearls, especially as they are just beginning to express their perspective. The most vital action is to give them experience, experience that helps them massage those little half-formulated grains of sand into full-blown, multi-faceted idea pearls, if you’ll indulge my metaphor. Clamping ideas at the top minimizes this experience flow.

3. It’s All About Recognizing the Effort of the Employee

A company culture should focus more on sharing perspectives and ideas for the good of business goals than for any credit taking. Regardless, leaders still need to effectively give credit, recognize idea-generating behavior and reward results for good ideas brought to the table by their team members. The most essential piece to giving recognition that many leaders lack, however, is to give praise even when an idea doesn’t work out or doesn’t quite fit the bill. Recognition is just as important for the effort as it is for the result. During this time of giving praise for a less-than-stellar idea, leaders must effectively balance commending employees for sharing their voice with constructive criticism that helps filter ideas and cultivate more discretionary, judicious minds. What’s more, this balance between explicit appreciating and slight reprehending will help employees hone their voices and speak to them with more robust execution plans.

The Outcome

With a company culture that fosters listening, being open and giving recognition for speaking up, more employees will do so because they’re encouraged to converse and collaborate without fearing failure. This crowdsourcing approach to ideas empowers the best ones to come forward—not necessarily the ones that the C-suite devised—which helps your organization leverage the best insights to drive company objectives. It’s a truth that companies that support idea incubators powered by individual voices will not only see a benefit to rapport, but a benefit to their bottom line. This article originally appeared on Utah Business.

About the author

Leslie Snavely

Leslie Snavely is the senior vice president of marketing and business development at CHG Healthcare and sits on the Board of Directors for the Women’s Leadership Institute.

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