We know there are businesses out there that are reluctant to switch to a new HR provider. Perhaps because they’ve previously had a bad experience when switching.
But why was that? Well, what process did they follow when switching? For instance, how robust was their selection process? What questions did they ask about the switch itself? And what did they do internally to enable a smooth switch?
If you pick the right provider who can meet the requirements of your business, and you agree the terms of your switch i.e. timelines, duration, resourcing, and training and support; you mitigate the risk of a messy and ‘difficult’ switch.
Perhaps the people who found their switch difficult weren’t armed with the right guidance and support on how to carry out a successful switch. And this led to a disappointing and stressful experience.
If you’ve already concluded that your current provider isn’t cutting the mustard, then whatever the perceived short-term cost of a switch – time, money, stress – it will undoubtedly cost more long term if you stick with your current provider.
Further, now you’ve read this guide, you’ve hopefully realised that switching – when done right – can be easy. Don’t be scared of switching because of the negative experiences of others, or because of the barriers to switching.
