The myth of mid-contract allows us a natural lull in activity with our people systems strategy. It is all too easy to use the phrase “business as usual” (BAU) as a great excuse for everyone to find this just the right thing to be doing.
Last time, a tongue-in-cheek take on how most effectively to stack up trouble was fun (click here to read that) but here are your straightforward alternatives.
We find that it’s often 12 months ahead of contract end that organisations emerge from mid-contract complacency and think about renewal or reconsideration (system selection). A year is actually not so long to do this in. This depends on scale and in some contexts 12 months is spot on, particularly if the points here are in good order. If you’re sizeable and you sense any kind of trouble or major change requirement then plan to double this.
Keep these tips on your dashboard and approach contract renewal with insight, information and conviction.
p.s. I love how words as well as technology do things for us in life. It’s a sign of the times and the degree to which tech tools evolve that these watch-points are not on the radar, but on the dashboard. And ironic that the HR tech dashboard is full of dashboards, but still quite capable of allowing us to ignore its own.