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Maybe you're contemplating outsourcing or you've already made the decision to outsource. Either way, it's probable you have some doubts about transitioning your business services to the outsourcing provider. That is understandable - transferring business services to an outsourcing provider can be challenging from a business continuity standpoint and have a human impact within your workforce. But there are ways you can minimize pain and maximize the value of your outsourcing engagement as you transition services to the provider. Goals and Objectives Before you dive deep into the details of project planning, dependencies and milestones, all required pre-work for transition planning, it is important to step back and identify your high-level goals and objectives. 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Planning the transition will be a joint effort between you and your chosen outsourcing provider, often with the help of a trusted sourcing advisor, and establishing a set of weighted objectives will provide them guidance in [url=http://www.ttcarpets.co.uk]mulberry outlet[/url] applying their expertise. High-Level Transition Decisions There are a few high-level decisions [url=http://www.corsodiesperanto.it/peuterey.php]peuterey outlet[/url] to make concerning how you execute the transition: * What will be the duration of the transition? Too short and you run the risk of sacrificing process quality; too long and you run the risk of staff flight and decreased morale. * Will you go with a "big bang" or phased approach? The answer will depend on several variables to include the number of geographies in play, the number of functions in scope and the complexity of the processes to be transitioned. * Will employees impacted by the decision to outsource be retained or incented to stay during transition for their institutional knowledge? Will any impacted employees be "re-badged" (i.e., hired into the provider organization)? Internal Communications Once you've determined a high-level approach to transition, it's time to think about a communications plan: what messages should be communicated to your organization, who should receive the communications and by what methods, and when should the communications be issued. In addition to the expected impact on careers and morale, at least two other employee related considerations can come into play: * Existence of a labor union and determining whether union employees will be affected by the outsourcing arrangement * If more than 50 employees will be affected, then the WARN Act notice requirement of 60 days will apply Actions to Stabilize the Functional and Organizational Transition Well-planned transitions are sometimes simple and straightforward, but more often, unexpected complexities enter into the situation and must be handled in sync with previously planned activities. Putting new technologies in place, documenting processes and procedures, and transferring knowledge to the outsourcing provider must be well-planned and executed. Adding the unpredictable element of human reaction and behavior complicates the matter further. 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