setting up your staffing MSP program for success.

To set your MSP up for success, having a robust change management strategy in place and working in partnership with your provider is critical. We share some insights and lessons learned so that you can get the most out of your managed services program.

change management strategy drives success.

And a strong implementation team is the foundation. Once you’ve made the business decision to move forward with an MSP talent model, that’s when the heavy lifting really begins.

To ensure successful implementation and adoption, you’ll need a strong change management strategy. You will also need a core group committed to engaging and informing every stakeholder throughout the process to secure the buy-in needed for success – and building this team is the first step to your success. The importance of this team cannot be overstated; without a blend of functional and executive leaders, the roll out may be hindered and delayed.

who’s on your MSP implementation team

An effective MSP implementation team will include executives, project sponsors and managers, and functional stakeholders. An executive sponsor will champion the MSP throughout the organization even during potentially challenging times and participate in quarterly business reviews and change management activities. Meanwhile, project sponsors and managers lead the development of policy and internal communications and will work directly with the MSP. Together, the executive sponsors and project managers drive adoption by demonstrating buy-in at the highest levels.

strong relationships build solid foundations

During every implementation phase, it’s likely that unforeseen discoveries in policy, process, the supply chain and technology will occur, and these challenges can affect your go-live date. It’s important for your internal team to work closely with your MSP provider to mitigate problems that arise. At the same time, your service provider will also be able to address common issues that may arise at the outset and recommend best practice solutions. This is the value of working with an MSP provider: their in-depth knowledge of all contingent workforce matters, and the supply chain is tested through experience.

change management that fuels adoption

Your communications strategy should be in your change management strategy as well, which will likely require involvement from your marketing or internal communications department. What’s most important is helping the organization understand the benefits of the MSP program to ensure adoption, the process changes involved to avoid frustration, and the impact the new program will have on individual users.

User training is another important aspect of change management. Look to your MSP partner to deliver a variety of training options through web-based tools and/or on-site sessions and commit to regular training, especially as new features and functions are rolled out incrementally.

ongoing monitoring and governance

To ensure the MSP meets expectations, the implementation team will need to continuously monitor and measure performance. Some foundational metrics are typically included in every MSP program, including customer satisfaction, fill rate and the interview-to-hire ratio. Because some engagements are unique, there may be unique metrics, around supplier performance and talent retention, for example. At the outset, these metrics will help navigate the MSP down the right direction, you should carefully consider what to measure.

a strong and collaborative relationship is the key.

If your company is like most businesses operating in today’s increasingly talent-scarce landscape, you’re probably turning to a growing pool of contingent workers. To get the most out of your MSP contingent workforce model, you need a strong and collaborative relationship with your service provider. Both parties must share common goals, but most importantly, they must develop a trust in each other that helps the program to continuously evolve and overcome unforeseen challenges.

get buy-in at the start

A successful MSP program requires proper alignment between key internal and external stakeholders. This begins with clear deliverables and expectations, as well as defined roles for both the client and MSP provider. Executive sponsors on both sides should be involved from the start, checking progress on implementation and addressing strategic high-level activities as the relationship progresses as well as aligning functional stakeholders that need to be involved. When a company adopts an MSP program as part of its total talent approach, it becomes even more critical that the client and provider build a trusting and collaborative relationship.

see contingent workforce program results faster

Typically, an effective working partnership leads to improvements almost immediately. For many MSP practitioners, cost savings are critical. This goal is often achieved through supplier rationalization, which results in more strategic partnerships and more favorable pricing. Savings can also come from establishing a supplier panel with agreed terms, basic spend analysis, panel compliance and savings baselines.

achieve long-term value through constant innovation

Following implementation, it’s important to ensure program stability, but that doesn’t mean that ongoing improvement and enhancements must stop. You can work with your MSP provider to determine how a tiered roll out can continuously bring innovation, without imposing too much change too quickly. With a realistic road map for achieving future gains, a successful MSP will evolve and create value.

To achieve this, focus on close collaboration and investments in value-added services, such as a contingent talent-focused employer brand. You can even evolve the program to span all talent types, including permanent hires, as part of your journey into a total talent strategy. Using predictive and prescriptive people analytics will help you better determine workforce needs and steer your strategy toward company goals in the most expedited manner.

download the MSP playbook.

Get additional insights on how an MSP talent
model can transform contingent workforce
management. Access our MSP Playbook for
practical case studies and tips on how to select a talent model and provider, change management, and program evolution.

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