The Shifting Talent Landscape
The Great Resignation. The Big Quit. The Great Reshuffle. No matter what you call it, the workforce has undergone a massive shift in expectations, demands, and structure, and health systems are still figuring out the new “Talent Landscape.”
Macro-level shifts in the labor force are challenging health systems to retain top talent and manage a remote workforce. While many employees appreciate the flexibility hybrid or remote positions offer, this can create continuity and engagement challenges that appear across the myriad of tasks, responsibilities, and project teams. Consistency and predictability become key drivers for successful outcomes across the enterprise, and in many cases, the shifting tides of the talent landscape disrupt this consistency and constancy. Many health systems are moving models and incorporate Managed Services as a strategic solution for solving the extensive variabilities of today’s workforce.
Landmarks on the Talent Journey
A health system’s ability to meet its strategic priorities boils down to its people. Do they have the expertise to identify and fulfill those priorities? The time? The money? Organizations often run into resource constraints when trying to balance innovative initiatives and “keep the lights on” work that is critical to daily operations. This takes time, energy, and funding to ensure teams are properly deployed and utilized. Managed Services helps address the growing complexity through:
Reducing the Lift
Hiring is expensive and exhausting. The hard and soft costs of constantly recruiting, hiring, and training staff are well documented. Ongoing management of these newer resources also takes additional time, energy, and money. The shifting labor force provides health systems an opportunity to examine their teams’ work and identify repeatable, marginal value work that can be delivered through Managed Services to reduce costs, burnout and attrition of existing staff.
Flexibility
Every health system has peaks and valleys of support needs. Upgrades, deployments, and other initiatives can make it difficult to align team sizes to meet the fluctuating demand. This leads to underutilized staff in some pockets and overworked team members in others. Managed Services can weather those swings in demand and provide a more predictable staff and cost model. By being able to scale staff across engagements, it allows organizations to more aptly align resources with strategic goals.
Breadth of Expertise
Building cross-functional teams that cover the broad range of skillsets required to run a health system can be costly. Health systems are forced to balance teams that are “jack of all trades” to narrowly focused experts across multiple systems. Managed Services provides a scalable alternative. A strategic Managed Services partner covers a broad range of expertise and brings guidance and recommendations on how to utilize each partners’ expertise to achieve desired outcomes.
Where Will the Next Need Be?
At Pivot Point, we view every Managed Services engagement as a strategic endeavor for our health system partners. We provide clients with a unique ability to align, scale, and deliver on their daily needs while helping them plan for and manage to the horizon. As health systems find greater value in Managed Services offerings, we are seeing more technical and operational models leveraging these solutions. This can range from outsourcing health system’s scheduling and referral management to technical expertise for migration to the cloud. Reliable Managed Services Providers play integral roles in health systems’ strategic plans.
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