cypress-ag said:
My only experience was a bad one as they outsourced me with two people and paid them much less. I literally wrote them the training manual for my new hires.
Sorry for your loss, but it does seem like a good idea for the company. I may or may not be attempting this same thing over the next 3-6 months.
And here's the thing. There are some things I do and don't like about the people in their current role, but if they quit my area would be SOL. If we don't document and have an easy training process I have no leverage on those things I don't like. This is about 1) making sure we are not SOL should they leave and 2) create leverage to push back harder on the undesirable things. A side bonus, should it be needed, would be the ability to replace with lower level people more easily.
And my reasoning to everyone is true. We are trying to create and document training and processes to free up their time so they can do higher level things - and not the mundane easy things. If they get on board there is room to move up or parallel to other things. If they don't get on board it won't end well for them.