Change can be unsettling for both current and incoming staff. With all the changes taking place in healthcare, from the implementation of EMRs and HIT to the sudden influx of newly covered patients, many healthcare professionals are understandably nervous. So how do you make sure that your current employees and possible future candidates are all informed on the changes taking place in your facility and feel secure in their execution? For starters, make sure to take the following steps to keep everyone on the same page and confident about what’s going on in the coming months/years:

1. Figure out how to approach the changes while still staying true to your organization’s culture. Above all, your current staff may be worried that whatever changes are taking place might also change what it is they love about the organization, whether that be company mission and values or the number of vacation days allotted per year. Make sure, before communicating any changes to your staff, that you understand how it will work with your company culture. Likewise, take a step into potential candidates’ shoes and see if the changes you’re implementing seem to conflict with your culture or not, as many candidates look toward culture to decide if a position is right for them.
2. Understand the big picture first. You have to know how the step-by-step changes affect your overall goals if you hope for your staff to understand. For example, say you choose to hire more care management staff in your initiatives to decrease re-hospitalization. Before you begin hiring and alert your staff to the change, you should know exactly what positive effects this change will have over the long run—such as healthier patients, decreased length of stay, and reduced readmission fees—in order to communicate them effectively to your current staff. This will also help in the hiring process, as you will be able to communicate your company’s needs and initiatives to incoming candidates.
3. When it’s time to introduce the changes, explain the why and how. These are the two factors that are most important: why the changes are needed and how they will be implemented. Likewise, describe how the changes will help your organization further its goals, then welcome questions and discussion for those who have concerns.
4. Get the new ideas out there for both current and new staff to see. Mention changes on the company website, intranet, employee boards, etc., in case the news hasn’t reached everyone or needs repeating. Whatever you do, don’t just expect others to pick up on things without official announcements.
5.  Don’t set anything in stone. Changes are tentative until they’re complete. Instead, describe changes in terms that suggest they will be of concern in the immediate future rather than the long-term.

Remember – it’s important for possible candidates, as well as current staff, to be aware of what’s going on. When interviewing potential future employees, talking about current changes can be helpful to discern whether or not they’re right for your company. With the many changes taking place due to the Affordable Care Act, it’s important to hire and retain the right professionals to make these transitions as smooth as possible.