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John W. Mitchell, Senior Correspondent | February 22, 2017
She and Perkins also recommended retention bonuses for IT staff tied to measurable performance metrics.
It was evident that the focus was on keeping their workforce satisfied, despite the fact that some were required to work 12-hour shifts. To accomplish this, they solicited employee input (another sign of good workplace culture and servant leadership) and made several changes. This included teaching employees new skills, celebrating successes and shifting the primary call pager responsibility to contractors so the analysts could focus on the conversion.
“I had one employee who was near retirement age tell me that he didn’t think he wanted to work as hard as the conversion would require,” Black said. “But when he saw how smooth the process was going, and he heard from his colleagues how well the conversion was going, he returned. He’s now nearly finished his certification on the new system.”
In the end, the conversion — while a lot of work — has nearly been achieved with no major complications.
“Be true to your organization’s values and be transparent,” advised Perkins.
In keeping with HIMSS rules on speaker endorsements, the old EHR and the replacement were not identified.
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