A Conversation with Howie Bartz on How To Effectively Hire and Motivate a Team

As the president, founder, and owner of Meditech, Howie Bartz has continued to develop and transform the company since its creation in 2007. Under his leadership, Meditech has become a medical service company that seeks to provide both quality products and services. The turn-key programs for physicians generate substantial revenue.

Meditech supplies durable medical equipment like braces and conductive garments, compound pharmaceuticals, physical therapy systems, and urine site collection. Howie Bartz uses both his business skills and his scientific knowledge to develop products. He also created the Bartz Bracing Systems, a product line of specially designed back, knee, and neck braces, as well as TENS units.

Howie Bartz earned his bachelor of science in physical therapy from Daemen College, graduating summa cum laude. After graduation, Howie Bartz worked as a physical therapist for five years in two outpatient centers that he owned and operated. He then worked as an account manager for RS Medical from 2000 to 2007, where he was in charge of the sales and management of durable medical equipment.

Aside from physical therapy and his work with Meditech, Bartz is interested in stock and option trading, having completed both live and online coursework in these fields. In his spare time, he engages in theater, surfing, golf, travel, snowboarding, and tennis.

We spoke with Howie Bartz where he told us the qualities he looks for when considering adding someone to his team, and the questions he asks during the interview process.

What qualities and skills do you look for when hiring new talent? 

I have always looked for potential employees that will flourish when given independence. This quality is crucial so it becomes a focal point of my interview process.

Since many of my employees are in the clinic it’s important to find personalities that are equally comfortable interacting with physicians and patients.

What questions do you ask during an interview?

I have a handful of important questions but I always allow time to see where conversations go and let the information flow organically.  Many interview questions have been rehearsed and aren’t natural so I like to see how comfortable candidates are in natural conversations.

I tend to start with the 5 questions below and expand on anything that seems particularly positive or negative to gather more information.

1. Tell me a little about yourself
2.  Why do you want to work here?
3.  What skills do you have that qualify you for this role?
4. How has your experience prepared you for this role?
5. Where do you see yourself in 5 years?

How do you motivate your team for outstanding results? 

It’s important to get to know your employees and managers, that includes finding out what’s important to them and reward them accordingly. Things that I have always found to work particularly well are:

-Recognize a job well done to the entire team

-Hold meetings in which employees are part of team goal setting

-Provide compensation: bonuses or extra time off

-Let them know they are trusted

How do you help create and sustain the culture of your company? 

Creating and sustaining a positive work culture is critical to the success and personal enjoyment of running a business.

I have always tried to:

1. Build trust
2. Show my commitment
3. Remove any and all negative attitudes.  This included terminating employees that don’t fit the company’s positive culture.  Negativity spreads quickly.
4. Focus on the positives
5. Be genuine and show that you care.

Creating a positive business culture starts with the recruitment and hiring of the right people.  People that share common values and have a positive approach to their roles and responsibilities.

I like to do employee evaluations after 90 days and then annually thereafter.  Much of the evaluation will focus on company culture. It’s important to give positive and any negative feedback on the subject and also ask employees how the company culture can be improved.

How do you see the future of remote working and remote learning affecting your business?

I believe that remote working is here to stay.  People have gotten used to spending more time at home with their families and living a more balanced life. I see this as one of the positive outcomes of the pandemic. Living a balanced life is truly necessary to live a happy life and happy employees make for dedicated employees.

The labor shortage seems to be here for the foreseeable future and for companies to draw and retain the best employees they will need to offer a work environment that keeps them happy.  Surveys that I have read show that most employees want a hybrid work model, giving them time at the office and home.