by Gwen Darling

As hospitals continue to focus on demonstrating "meaningful use," one thing has become clear: The hunt for experienced Healthcare IT professionals is on, and the competition is fierce.

Fortunately many excellent educational programs are in full swing, working to produce the workforce of tomorrow. But in the meantime, any hospital employee who has played an integral part in a successful EMR implementation is one hot commodity. And if that employee happens to be certified in one or more key vendors' software modules? That employee isn't just hot, but on fire.

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If you're a supervisor in a hospital with clinicians and/or IT personnel who have already been through an EMR overhaul, you need to realize that your employees are soon going to be approached by recruiters who are coming to take them away, my friends, if they haven't attempted to already.

Whether it's by phone, email, or through one of many social media channels, your experienced employees will soon be answering the question, "Are you happy where you are, or would you like to consider a fantastic new opportunity?" How do you think they will respond?

Here's a novel idea: Ask them before your competition does!

Don't wait until a formal performance review to initiate this process. Start a dialogue now. Let your key team members know that you recognize them as valuable assets, and ask what you can do to keep them engaged.

More often than not, it's not just about the money. Candidates tell me they are interested in finding an environment that endorses a healthy work/life balance, that allows them to contribute in a meaningful way, and that recognizes and rewards their contributions.

If you're not meeting those needs, it's much better to uncover this fact and work to bridge the gaps now than wait for a competitor to sweep them off their feet. And trust me, they're already on their way.

Conversely, if you nodded in agreement at the results of a recent survey reporting that nearly half of hospital employees were "distanced from or discontented with their current work," hold on a moment.

Before you jump at the chance to walk away from it all and start anew (new culture, new co-workers, new challenges, new headaches), figure out what it would take to make you happy, and be the one to initiate a constructive dialogue with your supervisor.

Many hospitals have implemented some very innovative programs aimed at keeping employees engaged. Seattle Children's Hospital, for example, has an amazing employee commuting program in place. Programs such as this one not only keep existing employees happy; they also attract new ones. Double bonus! With an ongoing dialogue in place, and a little creativity, the possibilities are endless. So the question for you is: What employee retention programs do you enjoy or would you like to see considered?

Gwen Darling is the CEO of Healthcare IT Central, a career center for healthcare IT job seekers and employers. She's also the founder and editor of Healthcare IT Today, a blog about healthcare IT career development, and writes and blogs for Healthcare Informatics magazine. She can be reached at GwenDarling@HealthcareITCentral.com.