No
question: If your job is "in scope" for an outsourcing endeavor, you will
experience change, which can be disconcerting to say the least.
Knowing
that knowledge often brings comfort, I thought it might be useful to share some
of the tactics that companies use when trying to decide how/if to transfer
employees to an outside service provider.
They
frequently ask these questions or ones much like them:
- How would you describe the culture and demography of your organization? What's your staff turnover rate?
- How will you handle the sensitivities and concerns of transitioned staff?
- How do you typically integrate and develop new employees?
- Describe the process you use to harmonize conditions between a client's staff and your own in line with "generally comparable (contractual) terms and conditions."
Transparency
and providing people with as much lead-time as possible are key principles of
well-designed sourcing programs, and the good news is that most companies
genuinely are committed to ensuring consistent and fair treatment of employees
in the event of outsourcing.
At
the same time, most of the industry's service providers are looking to add
talent to their ranks.
