[{"innerBlocks":[],"name":"core\/freeform","postId":126180,"blockType":{"name":"core\/freeform","keywords":[],"attributes":{"content":{"type":"string","source":"raw"},"lock":{"type":"object"}},"providesContext":[],"usesContext":[],"selectors":[],"supports":{"className":false,"customClassName":false,"reusable":false},"styles":[],"variations":[],"apiVersion":3,"title":"Classic","description":"Use the classic WordPress editor.","category":"text"},"originalContent":"While recruiting in-demand IT professionals is difficult, the real challenge is figuring out how to retain those professionals. It\u2019s not an easy problem to solve, but it\u2019s possible and worth it when adding up just how much high turnover can cost a healthcare organization.

In the tech industry, it\u2019s rare to see employees stay with one organization longer than two years. Consider these four HIT professional retention tips as helpful insights into the minds of your most valuable employees.

To get essential software, app or web development talent, HIT executives most likely must consider the average salary ranges, benefit plans and additional incentives competitors were offering for the developer roles they wanted to fill. This research shouldn't end once the position is filled.

Stay on top of the hiring trends for tech talent. Salaries for specific tech roles are on the rise depending on their specialization. New, innovative benefits are being offered by competitors constantly. Some organizations have begun offering three-day work weeks to attract top tech talent.

Google has their 20 percent policy to encourage developers to experiment and innovate on the projects that matter most to them. Ensuring that an organization is on par with what competitors are offering minimizes the risk that the talent that\u2019s attracted gets poached away.

Learn what matters: top employee perks<\/b>
A core component of retaining employees, regardless of their position, is learning what matters most to them. When it comes to tech professionals, remote work options and autonomy are the most in-demand perks.

First, prioritize remote work options. If entirely remote positions don\u2019t mesh well with an organization\u2019s culture, consider allowing tech-focused employees to work remote for three to four days per week. With the emergence of group chat apps like Slack, having employees work remotely doesn't have to mean decreased communication or collaboration. In fact, it might actually lead to increased collaboration, productivity and innovation.

Give HIT staff some freedom<\/b>
Second, give employees the autonomy they need to get the job done. The reason that many tech professionals are paid so well is because they have niche skills that most other people don't. Trust them and the knowledge they have to get the job done well. There's rarely, if ever, a need to micromanage high-end software development talent.

If developers or software engineers feel like they are constantly asked to do things a certain way that doesn't make sense to them, they won't stick around long enough to solve the management problem. Instead, avoid it entirely by allowing employees the independence they need to work best.

Prioritize an inclusive work culture<\/b>
The tech industry continues to struggle with toxic work environments that have negatively impacted retention rates among minority employee groups. While not every organization has the time or resources to work on inclusion issues, it\u2019s crucial to do so, given the impact it has on not only the ability to retain hard-to-find talent but attract talent as well.

To rethink an organization\u2019s culture, the most effective strategy starts from the top down. Having a chief diversity officer (CDO) is a great step toward prioritizing and fostering an inclusive work culture.

CDOs are responsible for not only increasing a organization\u2019s diversity but also overseeing diversity training to curate a work culture where all employees can be productive, respected, and feel safe in their work environments. A recent study by McKinsey & Company also revealed businesses that create more diverse work cultures are 15 percent more profitable than their competitors who saw inclusion as an unnecessary soft skill.

Incorporate meaning<\/b>
Last but not least, find a way to clarify the organization's vision and incorporate meaning into the work tech experts do.

Make sure IT employees see the impact of the work they do each day and are recognized for it. Identifying meaning in day-to-day tasks can help improve retention rates.

In-demand, niche tech experts are crucial to the continued success of an organization. Attracting them is tough, but the real challenge is retaining them. Overcome the industry\u2019s average tenure rates by incorporating these simple strategies and reap the rewards of having tech employees continue to grow with the healthcare organization.","saveContent":"While recruiting in-demand IT professionals is difficult, the real challenge is figuring out how to retain those professionals. It\u2019s not an easy problem to solve, but it\u2019s possible and worth it when adding up just how much high turnover can cost a healthcare organization.

In the tech industry, it\u2019s rare to see employees stay with one organization longer than two years. Consider these four HIT professional retention tips as helpful insights into the minds of your most valuable employees.

To get essential software, app or web development talent, HIT executives most likely must consider the average salary ranges, benefit plans and additional incentives competitors were offering for the developer roles they wanted to fill. This research shouldn't end once the position is filled.

Stay on top of the hiring trends for tech talent. Salaries for specific tech roles are on the rise depending on their specialization. New, innovative benefits are being offered by competitors constantly. Some organizations have begun offering three-day work weeks to attract top tech talent.

Google has their 20 percent policy to encourage developers to experiment and innovate on the projects that matter most to them. Ensuring that an organization is on par with what competitors are offering minimizes the risk that the talent that\u2019s attracted gets poached away.

Learn what matters: top employee perks<\/b>
A core component of retaining employees, regardless of their position, is learning what matters most to them. When it comes to tech professionals, remote work options and autonomy are the most in-demand perks.

First, prioritize remote work options. If entirely remote positions don\u2019t mesh well with an organization\u2019s culture, consider allowing tech-focused employees to work remote for three to four days per week. With the emergence of group chat apps like Slack, having employees work remotely doesn't have to mean decreased communication or collaboration. In fact, it might actually lead to increased collaboration, productivity and innovation.

Give HIT staff some freedom<\/b>
Second, give employees the autonomy they need to get the job done. The reason that many tech professionals are paid so well is because they have niche skills that most other people don't. Trust them and the knowledge they have to get the job done well. There's rarely, if ever, a need to micromanage high-end software development talent.

If developers or software engineers feel like they are constantly asked to do things a certain way that doesn't make sense to them, they won't stick around long enough to solve the management problem. Instead, avoid it entirely by allowing employees the independence they need to work best.

Prioritize an inclusive work culture<\/b>
The tech industry continues to struggle with toxic work environments that have negatively impacted retention rates among minority employee groups. While not every organization has the time or resources to work on inclusion issues, it\u2019s crucial to do so, given the impact it has on not only the ability to retain hard-to-find talent but attract talent as well.

To rethink an organization\u2019s culture, the most effective strategy starts from the top down. Having a chief diversity officer (CDO) is a great step toward prioritizing and fostering an inclusive work culture.

CDOs are responsible for not only increasing a organization\u2019s diversity but also overseeing diversity training to curate a work culture where all employees can be productive, respected, and feel safe in their work environments. A recent study by McKinsey & Company also revealed businesses that create more diverse work cultures are 15 percent more profitable than their competitors who saw inclusion as an unnecessary soft skill.

Incorporate meaning<\/b>
Last but not least, find a way to clarify the organization's vision and incorporate meaning into the work tech experts do.

Make sure IT employees see the impact of the work they do each day and are recognized for it. Identifying meaning in day-to-day tasks can help improve retention rates.

In-demand, niche tech experts are crucial to the continued success of an organization. Attracting them is tough, but the real challenge is retaining them. Overcome the industry\u2019s average tenure rates by incorporating these simple strategies and reap the rewards of having tech employees continue to grow with the healthcare organization.","order":0,"get_parent":{},"attributes":[],"attributesType":{"content":{"type":"string","source":"raw"},"lock":{"type":"object"}},"dynamicContent":""}]

4 tips for retaining key IT staff talent

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