1. Communicate your plans.
To whatever degree possible, involve your team in the planning process. If your colleagues are skeptical, be able to remind them how and why outsourcing will streamline their workloads, freeing them for more important tasks. Employees are happy to see inefficient workloads taken off their plates. Executives would want to know how outsourcing reduces costs and risks while increasing member satisfaction and supporting the overall mission of the organization. Achieving their two cents on the plan is critical and will smooth the transition.2. Make employee benefits a top priority.
Whatever your association's goals, qualified and dedicated people make them easier to achieve. And today's best talents are scouting for great benefits. If you're considering backoffice support options, remember that HR is more than a box to be checked. Look for a partner that is well-positioned to host your employees and leverage world-class compensation packages.3. Avoid multiple supplier relationships.
While it may seem reasonable to tackle operational changes individually, it's important to consider your entire ecosystem and anticipate potential growing pains. Look for a provide
r with a breadth of expertise who can scale up its services and who is capable of bundling and executing on all the necessary support functions. Working with a single outsourcing partner helps to ensure a more integrated approach and a more seamless experience for your members.4. Explore your options carefully.Evaluate your outsourcing candidate
in terms of quality, experience, range of services and consultant partners. Look for a proven track records, low-cost services but guaranteed service levels, an expertise in a specific area, flexible contract options, and if possible, positive testimonials.