{"id":9448,"date":"2022-11-22T07:42:58","date_gmt":"2022-11-22T07:42:58","guid":{"rendered":"https:\/\/risefoc.com\/?p=9448"},"modified":"2022-11-22T07:47:33","modified_gmt":"2022-11-22T07:47:33","slug":"five-tips-to-retain-it-talent-today","status":"publish","type":"post","link":"https:\/\/risefoc.com\/five-tips-to-retain-it-talent-today\/","title":{"rendered":"Five Tips to Retain IT Talent \u2013 Today!"},"content":{"rendered":"<p><img fetchpriority=\"high\" decoding=\"async\" class=\"aligncenter size-full wp-image-9449\" src=\"https:\/\/risefoc.com\/wp-content\/uploads\/2022\/11\/team-it-.jpeg\" alt=\"\" width=\"1000\" height=\"750\" srcset=\"https:\/\/risefoc.com\/wp-content\/uploads\/2022\/11\/team-it-.jpeg 1000w, https:\/\/risefoc.com\/wp-content\/uploads\/2022\/11\/team-it--300x225.jpeg 300w, https:\/\/risefoc.com\/wp-content\/uploads\/2022\/11\/team-it--768x576.jpeg 768w\" sizes=\"(max-width: 1000px) 100vw, 1000px\" \/><\/p>\n<p><span style=\"font-weight: 400;\">Are you one of the many healthcare organizations floundering to find <\/span><i><span style=\"font-weight: 400;\">and keep<\/span><\/i><span style=\"font-weight: 400;\"> talented EHR specialists? All Is not lost \u2013 there are some important actions you can take now for big benefits later.\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Spending millions (or billions) of dollars on an integrated EHR system implementation? You may have tons of staff buzzing around during the implementation phase \u2013 training, optimizing, troubleshooting, answering questions \u2013 and then, all of the sudden, it\u2019s a ghost town. Post-implementation, no matter how awesome your new EHR system is, you will need knowledgeable staff to onboard, update, problem-solve, and customize. Always.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Have you thought about how to manage this investment in the long term with the right experienced staff in place?<\/span><\/p>\n<p><b>Indeed currently has 793 jobs posted for EPIC EHR Specialists. There is a <\/b><b><i>bit<\/i><\/b><b> of competition for these folks, you see. How will you not only <\/b><b><i>find<\/i><\/b><b> the ones you need but <\/b><b><i>keep <\/i><\/b><b>them?<\/b><\/p>\n<h1><span style=\"font-weight: 400;\">Tips for Recruitment and Retention<\/span><\/h1>\n<ol>\n<li style=\"list-style-type: none;\">\n<ol>\n<li style=\"list-style-type: none;\">\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><b>Plan Ahead. <\/b><span style=\"font-weight: 400;\">Start looking for help as soon as your implementation is scheduled. The <\/span><i><span style=\"font-weight: 400;\">average <\/span><\/i><a href=\"https:\/\/industrytoday.com\/top-recruitment-metrics-in-2022\/\"><span style=\"font-weight: 400;\">time to fill<\/span><\/a><span style=\"font-weight: 400;\"> an open position is 42 days. IT specialist positions can be longer.\u00a0 Don\u2019t wait \u2013 spend time now figuring out how many people you need with what skills, and then factor in a bit more for the first couple of years, especially. <\/span><\/li>\n<\/ul>\n<\/li>\n<\/ol>\n<p>&nbsp;<\/p>\n<ul>\n<li style=\"list-style-type: none;\">\n<ul>\n<li aria-level=\"1\"><b>Build recruitment, retention, and staffing expenses into your EHR implementation budget.<\/b> To do this effectively, you will need to investigate the cost to fill metrics and current salaries for your area and organization, any advertising and marketing costs, onboarding costs, and any sign-on bonuses or performance bonuses offered. It is normal for EHR maintenance costs to be higher in the first year after implementation, and building and retaining the <a href=\"https:\/\/www.selecthub.com\/medical-software\/ehr-implementation-cost\/\">right team<\/a> can be part of that.<\/li>\n<\/ul>\n<\/li>\n<\/ul>\n<p>&nbsp;<\/p>\n<ul>\n<li style=\"list-style-type: none;\">\n<ul>\n<li aria-level=\"1\"><b>Realize that an EHR implementation is very stressful for your existing employees \u2013 you need to retain them.<\/b> To come up with a strategy \u2013 just ask them what they want and need! Also, you MUST have this conversation sooner rather than later \u2013 before they have made up their minds to leave. Once the rumor mill starts, it may be too late. Realize that lateral moves are not a big deal for the current generation, and most employees are always keeping their eyes open for opportunities. Before it comes knocking, you need to have <a href=\"https:\/\/www.ddiworld.com\/blog\/leadership-and-employee-retention\">tough conversations<\/a>. Sometimes it\u2019s that simple. Be transparent. Another key concept \u2013 retention IS recruitment. Happy employees recommend the department as a good place to work. They say good things. For an applicant, the best workplace climate barometer is how the current employees feel about their job. Another tip &#8211;\u00a0 most employees will check Glassdoor or a similar site before applying. Disgruntled employees leaving on bad terms can do a lot of future damage.<\/li>\n<\/ul>\n<\/li>\n<\/ul>\n<p>&nbsp;<\/p>\n<ul>\n<li style=\"list-style-type: none;\">\n<ul>\n<li aria-level=\"1\"><b>Offer the perks that mean the most to candidates. <\/b><span style=\"font-weight: 400;\">We\u2019re talking flexible scheduling, work-from-home days, continuing education and training opportunities, career ladders and advancement, and wellness incentives. In a post-pandemic world, money still matters to people \u2013 but maybe not quite as much. People value family and their time and seek to maintain a balance. Life is too short to work long hours in a cubicle with no incentives. <\/span>There is also the old adage that \u201cpeople don\u2019t leave jobs, they leave managers\u201d. For the most part, this might still be true. Invest in managers with good leadership skills and track records of building successful teams. Although they may appear to deliver, beware of managers who expect employees to be \u201calways on\u201d \u2013 answering emails at 10 pm. This type of behavior is rampant in IT and will drive good people away to find a better balance.<\/li>\n<\/ul>\n<\/li>\n<\/ul>\n<p>&nbsp;<\/p>\n<ul>\n<li style=\"list-style-type: none;\">\n<ul>\n<li aria-level=\"1\"><b>Don\u2019t let a bad apple bring the team down<\/b>. Realize that warm bodies or \u201c<a href=\"https:\/\/www.forbes.com\/sites\/bryanrobinson\/2022\/08\/19\/6-signs-that-a-quiet-quitter-is-among-your-employees-and-what-to-do-about-it\/?sh=2b3514856619\">quiet quitters<\/a>\u201d are a form of poison to the rest of the team who is picking up the slack. For low-performers, managers will need to have the opposite of a recruitment conversation \u2013 it needs to be a \u201cget better or get out\u201d conversation. Low performance can come in a variety of flavors \u2013 it can be plain old laziness, gossiping and causing disruptions in the team, taking credit where it isn\u2019t due, or a bad case of burnout. Some employees have the insight to realize when they are unhappy and need to move on, but some hang on and just make everyone else miserable. When high performers see this behavior being condoned, it demotivates them and may cause them to look for greener pastures.<\/li>\n<\/ul>\n<\/li>\n<\/ul>\n<\/li>\n<\/ol>\n<p><\/br><br \/>\n<span style=\"font-weight: 400;\">No doubt the employment climate favors the jobseeker now, but there are still talented staff to be had. Create a workplace environment that speaks for itself and develop a forward-looking recruitment plan for additional resources. Develop flexible work options that foster a healthy balance and make sure pay is competitive for the industry \u2013 not just the area. IT professionals are not bound by location anymore with remote positions. Happy hunting!<\/span><\/p>\n","protected":false},"excerpt":{"rendered":"<p>Are you one of the many healthcare organizations floundering to find and keep talented EHR specialists? All Is not lost \u2013 there are some important actions you can take now for big benefits later.\u00a0 Spending millions (or billions) of dollars on an integrated EHR system implementation? You may have tons of staff buzzing around during [&hellip;]<\/p>\n","protected":false},"author":1,"featured_media":9449,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"content-type":"","om_disable_all_campaigns":false,"inline_featured_image":false,"_monsterinsights_skip_tracking":false,"_monsterinsights_sitenote_active":false,"_monsterinsights_sitenote_note":"","_monsterinsights_sitenote_category":0,"footnotes":"","_links_to":"","_links_to_target":""},"categories":[9],"tags":[],"acf":[],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v21.6 - https:\/\/yoast.com\/wordpress\/plugins\/seo\/ -->\n<title>Five Tips to Retain IT Talent \u2013 Today! - Rise Family of Companies | Healthrise | Qodex | Agile<\/title>\n<meta name=\"description\" content=\"Five Tips to Retain IT Talent \u2013 Today! 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