The Outsourcing Strategy—Overcoming Resistance to Change

On June 14, 2012, in Outsourcing, by Business Development Group
Employees may or may not verbally express their doubts and fears of the outsourcing strategy; however, a company looking to implement an outsourcing strategy must take proactive steps to lessen employees’ fears, create comfort zones, and increase acceptance by informing and educating them on the business case behind the decision to implement an outsourcing strategy and how these changes will affect them.

Employees may or may not verbally express their doubts and fears of the outsourcing strategy; however, a company looking to implement an outsourcing strategy must take proactive steps to lessen employees’ fears, create comfort zones, and increase acceptance by informing and educating them on the business case behind the decision to implement an outsourcing strategy and how these changes will affect them.

When it comes to implementing an outsourcing strategy, the importance of “effective communication” cannot be stressed enough. In fact, an organization can “never over-communicate”.  For the local staff, the term “outsourcing” is naturally viewed as a threat; and this fear can be amplified without proper communication. This fear can manifest in two ways: directly and indirectly. The direct result is the mass exodus of employees, most of which could be the very employees the company wanted to retain. On the other hand, the indirect results can manifest through different areas— mostly in adopting the new processes or technologies implemented as a result of the outsourcing strategy.

Employees may or may not verbally express their doubts and fears of the outsourcing strategy; however, a company looking to implement an outsourcing strategy must take proactive steps to lessen employees’ fears, create comfort zones, and increase acceptance by informing and educating them on the business case behind the decision to implement an outsourcing strategy and how these changes will affect them.

Related Article: Offshore Outsourcing: Working Around Cultural Differences

 Communicate a Strong Business Case

A well-structured communications plan must be a part of the implementation process of the outsourcing initiative. Lack of information from the proper sources will lead to different types of speculations among employees, most often of the negative kind. Communicating the business case behind the implementation of the outsourcing initiative will help employees understand the changes that need to occur, and how the company, its employees, and its customers will benefit from such changes.

It is important to understand that simply explaining the business case in one articulation or in one form will not be enough to make all levels of stakeholder groups to understand. The business case will have to translated or interpreted for each level of stakeholder groups since each will be affected differently by the outsourcing initiative.

Related Article: Managing Offshore Outsourcing

Explain How the Changes Will Affect the Staff

As part of the communications plan for the outsourcing initiative, meeting with employees personally to explain how the changes will affect their work is another best practice during the implementation of the outsourcing initiative. The outsourcing strategy will require employees to step out of their comfort zones, change operational practices, and learn new processes and procedures. Explaining these points to the local staff will go a long way in alleviating apprehensions about whether they can adapt to the changes that will occur in the company.

Related Article: Project Management: Overcoming Resistance to Change

 

 

Casey Answers to Outsourcing Questions!

 Meet outsourcing Casey!

Leave a Reply

Weboy



WordPress主题