We have always been, and continue to be, picky about who we employ to support our clients. They must meet exacting standards of behaviour, demonstrate proven subject expertise, feel comfortable in our ‘can do’ culture, be self-propelled and motivated, want to make things happen and, importantly, want our clients to succeed.

We have a proven recruitment, selection and induction process that enables us to find the best people. It also makes us an attractive employer, so we continually interview candidates who reach out to us. We have a pipeline of excellent people that enables us to respond quickly to our clients.

Our induction process is comprehensive with input and involvement from our clients, enabling new recruits to quickly become productive members of the team and custodians of our client’s brand.

It all adds up to why we have such a low staff turnover and why our clients remain so loyal.

Performance management starts with recruiting capable people. It is enhanced by strong leadership that provides focus, motivation and support, a strong ‘can-do’ and entrepreneurial culture, and utilising industry-leading network tools to optimise levels of effectiveness and efficiency. Get this combination right and you win awards for clients.

Through years of fine-tuning and perfecting, we leverage the following:

A robust recruitment, selection and induction process.

A Performance Development Review process to chart and manage personal development.

Expertise in creating a hierarchy of relevant Key Performance Indicators.

Regular programme performance reviews by senior managers.

A template for cascading our client’s commercial objectives into programme objectives, team objectives, individual objectives and day-to-day activities.

When it comes to optimising individual and team productivity levels, we think people need more than simply the latest laptop, mobile or any other gadget. Knowing what your team is thinking about and doing the things that matter to them the most will improve your network performance. With MONITRR, you can do this.

MONITRR enables you to:

Quickly identify and prioritise network issues.

Create programme, team and individual objectives and tasks.

Visualise the contribution of the team.

Create team and individual tasks and monitor activity completion.

Create important programmes and supplier notes for future reference.

Utilise desktop and virtual supplier assessments to save travel time.

Our customer centric culture and aspirations to delight client stakeholders is mirrored in the way we think about effective account management.

Every client has an experienced Account Manager who is a Senior Manager in OUTSORC.

We meet regularly with our client stakeholders: bi-annually to review programme strategy; bi-monthly to review performance against KPIs, and tactically as and when needed.

We also hold a quarterly review of every client programme at OUTSORC Board meetings

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Our Account Managers:

Provide additive, insightful thinking.

Analysis and interpretation of programme performance.

Ensure objectives are cascaded through the programme.

Identify programme performance issues and present practicable improvement actions.

Prioritise team activities.

Embrace responsibility and accountability for team and programme outcomes.

Quantify how OUTSORC has created value.

Employment law and employer best practices are continually evolving, so when you need to rejuvenate an existing programme, you often need a safe pair of hands in managing the TUPE process. We know that mistakes can be costly and time-consuming. We have relevant experience, expertise and know-how and bring the following to our clients:

A senior management team who has experience in managing the TUPE process for hundreds of people.

An appointed senior manager to manage the TUPE process.

A tried and tested TUPE plan that’s regularly reviewed by employment law specialists to ensure it’s up to date and mirrors industry best practice.

Direct responsibility by the OUTSORC Board for every TUPE process.

Regular TUPE progress meetings with key stakeholders.