Business-critical temps? Time for a contingency plan
If your hiring managers deem certain contingents to be business-critical, you need to have a contingency plan in place in case you lose them. How to make that assessment.
Don’t be too rigid: Take a hybrid approach
Developing flexible solutions will help your program to be agile and keep up with the evolving complex marketplace.
Addressing root cause in a program and beyond
Worrying about contingent turnover? Accidents don’t just happen. Dig deep to get to what really needs fixing.
Stay one step ahead
Over- and underestimating the pace and magnitude of impending change can be perilous. Be sure your program is prepared for change.
We hear what we want to hear (but what about the rest?)
Among the behaviors bound to hinder a contingent workforce program is the very human tendency to hear what we want to hear and see what we want to see. But we can overcome that. Learn how.
The silent assassin: Overcoming flaws in your program adoption plan
From unforeseen problems to silently disgruntled stakeholders who work to undermine your efforts, much can go wrong. How to be prepared to ensure success.
Your most important tool: “No”
Too often, program owners inherit obligations or are asked to commit to new ones without having the proper tools to deliver. Beware when taking on baggage in this way.
The C value proposition
Where C stands for contingent: Down the ages, organizations’ employer branding efforts have revolved around inhouse staff. The same efforts need to be applied to the contingent workforce to attract and retain the best in this war for talent.
Program expansion: Think big, start small
Be careful what you wish for. Even when taking a staged approach, a program change effort can still become overwhelming. So take an even more measured approach.
The customer’s voice: Listening to it is essential for program adoption
Yes, it's that simple. While building it won’t make them come, seeking out and paying attention to what your customers have to say will.
