Managed Service Programs (MSPs) have become a cornerstone in modern business operations, offering comprehensive solutions for managing contingent workforces. As we move into 2025, the importance and scope of MSPs continue to grow, providing businesses with strategic advantages in an increasingly complex and dynamic work environment. 

MSPs are widely recognized as one of the most prominent and impactful contingent (or indirect) labor service offerings in the workforce solutions industry. From streamlining processes to boosting efficiency, these programs have been embraced by organizations of all sizes. Whether you’re a multinational corporation or a mid-sized business, MSPs can help you manage your contingent workforce with ease and expertise.  

We’re here to help simplify the meaning of managed service programs and educate our potential clients on their many benefits. 

Definition and Scope of MSPs 

A managed service program (MSP) is a type of business process outsourcing (BPO) designed to manage an organization’s contingent workforce efficiently. By partnering with a specialized provider, businesses can offload the complexities of managing temporary workers and focus on their core operations. 

An MSP oversees the entire contingent labor lifecycle, including: 

• Facilitating job requisitions 

• Coordinating interviews 

• Managing onboarding processes 

• Handling invoices and payments 

• Leveraging data and analytics to track trends and improve outcomes 

This end-to-end management not only simplifies the contingent labor process but also drives better outcomes, such as cost savings, enhanced compliance, and access to top talent. 

Who Benefits from Using an MSP? 

Organizations of all sizes and industries can benefit from implementing an MSP. Companies with sizable or diverse contingent workforces often find the most value, as MSPs streamline recruitment processes and provide access to high-quality talent pipelines. 

Key Benefits of MSP Adoption: 

• Efficiency: Streamlines recruitment processes and vendor interactions. 

• Talent Quality: Delivers a superior candidate pipeline of skilled professionals. 

• Cost Control: Ensures competitive pricing and helps identify cost-saving opportunities. 

• Compliance: Helps organizations stay compliant with labor laws and regulations. 

Related: [Video] Contingent Staffing 

Types of MSPs 

There are three primary MSP models commonly used today, each catering to different organizational needs: 

• Vendor-Neutral: Frequently leveraged by non-manufacturing MSPs, vendor-neutral programs allow the client to post positions to an expansive network of staffing suppliers managed by the MSP. This model helps clients to receive and review candidates without branding or biases, ensuring the selection of the highest quality worker at competitive rates. 

• Three-Party Relationship: This model is popular among manufacturing companies with high hiring volumes. It fosters collaboration between the client, MSP, and local suppliers, enabling swift responses to urgent needs and driving value in real-time recruitment scenarios. 

• Master Vendor: The master vendor model can be utilized as an additional layer beneath the three-party relationship for client locations with a consistent need for similarly skilled contingent labor. Generally, companies that lean on master vendor programs maintain at least 50 contingent workers per worksite. This model can act as an extension of the MSP while partnering with the client to drive efficiency and enhance overall contingent labor performance. 

Related: MSP or MVP?: That is the Question 

Successfully implemented MSPs 

At Broadleaf, we’ve consistently delivered measurable results for our clients through tailored MSP solutions. For example: 

• Cost Savings: Achieved over $1.7 million in savings for a client. 

• Faster Hiring: Reduced time-to-fill by 31%. 

• Seamless Collaboration: Maintained 100% supplier participation month-to-month. 

• High-Volume Hiring: Delivered 400 contractor hires in just three months. 

These outcomes underscore the transformative potential of an MSP in driving compliance, visibility, cost control, and strategic workforce decision-making. 

Read more about the success of this engagement by checking out our case study. 

Why is an MSP right for my company? 

The evolving labor market demands agility, and an MSP equips your organization with the tools needed to thrive. By pairing your MSP with a vendor management system (VMS), you gain: 

• Enhanced Visibility: Comprehensive oversight of contingent workforce operations. 

• Data-Driven Decisions: Sophisticated analytics for informed strategies. 

• Scalability: Seamless adaptation to shifting workforce needs. 

Did you know? Over 80% of companies with 1,000 or more employees now use a VMS to manage their contingent workforce. (Source: Simplify VMS). 

Related: Finding the Right Vendor Management System for Your Workforce Needs 

If you’re seeking robust talent pipelines, better cost efficiency, improved compliance, and actionable insights, an MSP might be the perfect solution for your business. 

Related: The Advantages of Integrating an MVP Into an MSP 

Interested in learning more about Broadleaf’s MSP solution? Follow us on LinkedIn or email us at info@broadleafresults.com to learn more about how managed service programs can benefit your business. 

Related: 7 Myths About MSP Programs 

Our Broadleaf Promise 

At Broadleaf, our mission is to deliver flexible, results-driven workforce solutions. Whether you’re navigating immediate hiring challenges or shaping a long-term recruitment strategy, we’ll collaborate with your team to create a customized MSP solution that aligns with your goals. 

For more workforce advice, be sure to visit our Broadleaf blog. 

The post What is MSP? Managed Service Programs: Explained appeared first on Broadleaf Results.

As we look ahead to 2025, the advanced manufacturing industry in the United States and Canada is poised for significant transformation. Recent surveys and industry reports highlight key trends that will shape the workforce in this sector. 

Investment in Industry 4.0 Technologies 

Despite economic challenges, manufacturers are continuing to invest in advanced technologies. The 2025 Advanced Manufacturing Outlook survey found that 89% of respondents reported benefits from technological upgrades. Investments in automation, robotics, artificial intelligence, and the Industrial Internet of Things (IIoT) are on the rise, with 18% of manufacturers planning to invest in IIoT technologies over the next year. 

Workforce Implications 

These technological advancements will have profound impacts on the manufacturing workforce: 

1. Skill Gap: As advanced technologies become more prevalent, there will be an increased demand for workers with specialized skills in areas like AI, robotics, and data analytics.
2. Reskilling and Upskilling: Existing workers will need to adapt to new technologies, requiring significant investment in training and development.
3. Changing Job Roles: Some traditional manufacturing roles may become obsolete, while new positions focused on managing and maintaining advanced systems will emerge.
4. Labor Shortages: The industry is already facing difficulties in filling skilled trades positions, a challenge that may intensify as technology requirements evolve.

How Broadleaf Results Can Help 

In this rapidly changing landscape, Broadleaf Results offers crucial support through its Managed Service Programs (MSPs) and Employer of Record/Payrolling services: 

1. Talent Acquisition: Broadleaf’s MSP supports manufacturers’ talent acquisition through management of their active supplier base, addition of known specialized suppliers, and the introduction of a streamlining technology that supports identification and management of manufacturing talent.
2. Workforce Flexibility: Through Employer of Record services, companies can quickly scale their workforce up or down to meet changing technological and production needs. 
3. Compliance Management: As workforce regulations evolve alongside technology, Broadleaf ensures compliance across all employment arrangements. 
4. Cost Optimization: By leveraging Broadleaf’s services, manufacturers can manage labor costs more effectively while investing in new technologies. 

Managed Service Providers (MSPs) play a crucial role in helping manufacturers effectively manage their contingent workforce 

By leveraging MSPs, manufacturers can streamline their contingent labor processes, from sourcing and onboarding to performance management and offboarding. MSPs offer comprehensive solutions that include talent acquisition, compliance management, and cost optimization. They can implement vendor management systems (VMS) to enhance visibility and control over the contingent workforce, mitigating risks associated with non-compliance and unauthorized spending. Additionally, MSPs can provide valuable insights into workforce trends and analytics, enabling manufacturers to make data-driven decisions about their contingent labor needs. This strategic approach allows manufacturers to maintain flexibility in their workforce while focusing on their core competencies and production goals. 

Related E-Book: Evaluating and Implementing a Second-Generation MSP 

As the manufacturing industry continues its journey towards smart factories and Industry 4.0, partnering with a workforce solutions provider like Broadleaf Results can help companies navigate the complex talent landscape of 2025 and beyond. 

The post The Advanced Manufacturing Landscape in North America: Workforce Impacts and Solutions for 2025 appeared first on Broadleaf Results.

At Broadleaf, we have seen DEI initiatives become integral within many of our workforce programs. As a certified WBE through WBENC, we understand the importance of creating opportunities not only for women and minority-owned businesses but also for women and minority candidates. Here are key ways to cultivate inclusive practices for your workforce. 

Supplier Diversity Programs: How to Get Started 

Form a DEI Council with Purpose and Accountability 

The impact of a DEI council lies in its structure and accountability. A successful DEI council should set clear objectives, establish a roadmap for action, and implement a feedback loop to evaluate progress. This council isn’t just a representative body; it’s an empowered one, with the authority to influence policies, recommend structural changes, and ensure DEI initiatives are truly embedded in company culture—not just stated. 

Poll Your Employees—Make Feedback Cyclical 

Employee feedback should be a two-way, cyclical process that demonstrates a genuine commitment to listening and improving. By regularly polling employees and acting on their input, you show that feedback isn’t just collected; it drives meaningful change. When employees see their voices actively shaping the organization, trust and engagement increase. 

Celebrate Cultural Diversity: Shift from Acknowledgment to Immersion 

Celebrating diversity goes beyond marking dates on a calendar. True cultural appreciation involves fostering empathy and understanding within the organization. Take the extra step by offering professional development in cultural competence, equipping employees to navigate diverse interactions with respect and empathy. 

Mentorship: Build Inclusive Networks, Not Mirrors 

A mentorship program should aim to expand perspectives rather than create comfort zones. By pairing employees from different backgrounds, you foster a culture of learning and growth. Through these mentorship opportunities, diverse perspectives are shared and valued, leading to mutual development. 

Anonymous Feedback: Turn Silence into Insight 

Silence can be a powerful call for change. By taking anonymous feedback seriously and transparently sharing the themes and actions taken to address it, you reinforce that every voice matters—whether spoken or silent. Publicly acknowledging this feedback builds credibility and reassures employees that they are heard, even anonymously. 

Spend Time in Your Community 

Volunteering in the community is a valuable way to foster connections, build empathy, and strengthen team bonds. Consider establishing a Volunteer Time Off (VTO) policy, which allows employees to support causes that matter to them while being paid. Not only does VTO bring teams together, but it also enriches your organization with insights about the surrounding cultures and communities. 

Get Executive Stakeholders and Influencers Involved 

For DEI initiatives to succeed, executive involvement is essential. When leaders actively support and promote diversity programs, these efforts resonate more deeply throughout the company. Make sure your organization’s DEI goals are clearly communicated to executive leadership to gain the sponsorship needed for real impact. 

Engage DEI Critics with Empathy and Data 

Turning DEI skeptics into allies requires empathy and data. Meet critics where they are, listening to their concerns while sharing compelling data that bridges gaps in understanding. This balanced approach fosters respect and openness, ultimately building a stronger foundation for your DEI efforts. 

Summary 

As organizations increasingly recognize the importance of DEI, they see benefits not only in talent attraction and retention but also in fostering a more ethical and inclusive workplace. By implementing these strategies with purpose, your organization can create an environment that uplifts all employees and drives lasting positive change. 

Looking to enhance your talent strategies and foster a more flexible approach to workforce management? Check out our latest E-Book, that explores the gig economy and workforce solutions in depth. 

This blog was authored by Joseph O’Shea

The post 8 Steps for Building an Inclusive Workplace appeared first on Broadleaf Results.

Why Does Ghosting Happen? 

A recent study found that 84 percent of job seekers have ghosted employers, and 39 percent of businesses report a rise in ghosting over the past two years. So, why do candidates disappear? The reasons vary, but here are some common ones: 

1. Salary Expectations: According to surveys, 29 percent of candidates ghost when the offered salary doesn’t meet their expectations. 
2. Competing Offers: 28 percent of job seekers vanish because they receive more attractive offers elsewhere. 
3. Job Mismatch: 27 percent of candidates ghost when the role’s responsibilities don’t match their initial understanding of the job. 
4. Company Reputation: 26 percent cite negative reviews or poor company reputation as reasons for walking away. 
5. Workplace Culture: 22 percent disappear when they sense the workplace culture may not be a good fit. 

Ghosting in a Candidate-Driven Market 

As the job market has shifted to a candidate-driven model, job seekers have become more selective about opportunities. Candidates today hold significant leverage and are willing to “ghost” if they don’t feel valued or engaged during the hiring process. The lack of human connection in an increasingly virtual recruitment landscape only exacerbates the issue, with candidates feeling less obligated to communicate with employers. 

How to Prevent Candidate Ghosting 

While ghosting may never be entirely avoidable, there are steps companies can take to reduce its occurrence: 

1. Enhance Communication: Keeping candidates in the loop with frequent updates and transparent timelines builds trust and reduces uncertainty. 
2. Set Clear Expectations: From job descriptions to interview timelines, outline every stage clearly. This minimizes misunderstandings and ensures candidates know what to expect. 
3. Engage Candidates Personally: Get to know candidates beyond their resumes—learn their career goals and motivations. A personal connection makes it less likely that a candidate will vanish. 
4. Broaden Communication Channels: Use various methods such as email, phone calls, and text messages to keep communication flowing. Some candidates may prefer specific platforms, so flexibility is key. 
5. Shorten the Hiring Process: A long, drawn-out hiring process increases the likelihood that candidates will explore other opportunities. Aim for efficiency and swift decision-making. 
6. Offer Competitive Compensation: Do your market research to ensure your salary offerings align with industry standards and candidate expectations. 
7. Follow Up Quickly: Whether after a screening, interview, or job offer, quick follow-ups keep candidates engaged and show that your company values their time and interest. 

The Bottom Line 

Ghosting is a growing trend in recruitment, particularly in a competitive, candidate-driven market. While it’s impossible to eliminate ghosting entirely, companies can reduce its frequency by focusing on clear communication, efficient processes, and competitive offers. By adopting these strategies, employers can improve candidate engagement, reduce drop-offs, and make their hiring process more resilient to the impacts of ghosting. 

If your company is struggling with candidate ghosting, it’s time to rethink your approach and fine-tune your recruitment process for 2024 and beyond. 

This blog was written by Broadleaf’s Vice President of Client Delivery, Joseph O’Shea. 

The post Candidate Ghosting: What It Is, Why It Happens, and How to Prevent It appeared first on Broadleaf Results.

According to Allied Market Research, the global contingent workforce management market was valued at $171.5 billion in 2021, and is projected to reach $465.2 billion by 2031, growing at a rate of 10.5% from 2022 to 2031. 

Implementing skill development and continuous learning programs for contingent workers not only enhances their quality of work but also boosts their engagement and satisfaction.

The Importance of Skill Development for Contingent Workers

Contingent workers, including freelancers, contractors, and temporary staff, often bring specialized skills and flexibility to organizations. However, they also face unique challenges, such as limited access to professional development opportunities. 

By prioritizing skill development for these workers, companies can ensure they remain competitive and effective in their roles.

Key Benefits of Skill Development Programs

Keeping Pace with Technological Advancements

Technology is advancing at an unprecedented rate, impacting every industry. Providing training on the latest tools and technologies ensures that contingent workers can perform their tasks efficiently and innovatively.

Adaptation to Evolving Job Roles

Job roles are constantly evolving, requiring new skills and knowledge. Continuous learning programs help contingent workers adapt to these changes, making them more versatile and valuable to the organization.

Enhanced Quality of Work

Well-trained workers produce higher quality work. Skill development programs can lead to better performance, increased accuracy, and more innovative solutions, directly benefiting the organization’s bottom line.

Increased Engagement and Satisfaction

Offering opportunities for professional growth demonstrates that the organization values its contingent workforce. This leads to higher job satisfaction, increased loyalty, and a more engaged workforce.

Building a Talent Pipeline

Investing in the development of contingent workers can create a talent pipeline for future full-time positions. Skilled contingent workers who are familiar with the company’s culture and processes can seamlessly transition to permanent roles if needed.

At Broadleaf and our partner companies, we’ve experienced an almost 20 percent temp-to-perm conversion ratio over the last three and a half years. Through promoting more conversions, organizations can reduce onboarding time and better support hiring challenges HR might be facing for its employees.

Implementing Effective Skill Development Programs

To create a successful skill development program for contingent workers, organizations should consider the following steps:

• Assess Skill Gaps: Conduct a thorough assessment to identify current skill gaps and future needs. This helps in designing targeted training programs that address specific areas of improvement.

• Leverage Online Learning Platforms: Utilize online learning platforms and e-learning modules to provide flexible training options. These platforms can offer a wide range of courses, from technical skills to soft skills, accessible anytime and anywhere.

• Encourage Mentorship and Peer Learning: Facilitate mentorship programs where experienced employees can guide and support contingent workers. Encourage peer learning through collaboration and knowledge-sharing sessions.

• Provide Continuous Learning Opportunities: Move beyond one-time training sessions and offer continuous learning opportunities. This can include workshops, webinars, and ongoing certification programs to keep skills updated.

• Track Progress and Provide Feedback: Implement a system to track the progress of skill development programs. Regular feedback and assessments can help workers understand their growth areas and motivate them to improve.

Conclusion

Investing in the skill development and continuous learning of contingent workers is a strategic move that benefits both the workers and the organization. As businesses navigate the complexities of a dynamic job market, equipping their contingent workforce with the necessary skills ensures they remain agile, competitive, and ready to tackle future challenges.

This blog was authored by Joseph O’Shea. 

The post Skill Development and Training: Empowering Contingent Workers for the Future appeared first on Broadleaf Results.

Historical Context and Current Changes

Overtime entitlements have been a key part of the FLSA since 1938, helping to prevent worker exploitation and support the growth of the middle class. While some employees—such as bona fide executive, administrative, or professional (EAP) workers—are exempt from these protections, the criteria for exemption have not kept pace with inflation and wage growth over the decades.

The new DOL rule, effective July 1, 2024, updates the salary threshold for overtime exemption for the first time in several years. Here’s a quick breakdown of the changes:

1. Current Threshold: To be exempt from an entitlement to overtime pay, workers must meet certain duties tests developed under the specific exemptions and be paid at least $684 per week on a salary basis.
2. July 1, 2024: The threshold increases to $844 per week.
3. January 1, 2025: The threshold rises again to $1,128 per week.
   

In addition to these increases, the salary threshold for highly compensated employees (who are also exempt from overtime pay if they meet specific criteria) will rise from $107,432 to $132,964 per year on July 1, 2024, and to $151,164 per year on January 1, 2025.

Starting July 1, 2027, these thresholds will be updated every three years to reflect current wage data, ensuring they remain relevant and effective.

Impact on Workers and Employers

This rule aims to restore overtime pay rights to many salaried workers who have historically been entitled to such pay. For example, a worker earning around $40,000 a year and often working 45-50 hours a week will now be entitled to overtime pay under the FLSA.

Employers have two options:

1. Raise salaries to meet the new thresholds, thus maintaining the exemption status
2. Reclassify employees as non-exempt, making them eligible for overtime pay
   

While the two-step approach to raising the salary thresholds (July 2024 and January 2025) gives employers time to adjust, it also means they need to plan carefully. Employers might choose to handle both increases at once to avoid repeated adjustments.

Automatic Adjustments and Ongoing Challenges

One notable feature of the new rule is the automatic adjustment every three years. While this aims to keep the thresholds in line with economic conditions, some organizations, like the Society for Human Resource Management (SHRM), advocate for a more tailored approach and oppose automatic increases.

The final rule is expected to bring about significant changes, potentially affecting around four million workers. While it may present challenges for employers, especially small businesses, it aims to ensure fair compensation for all workers.

Preparing for the Change

Employers should start preparing now by reviewing the salaries of exempt employees and deciding on the best approach to comply with the new thresholds. Training and clear communication will be crucial for managing employee transitions from exempt to non-exempt status.

For workers, this change is a step toward ensuring their hard work is valued and fairly compensated, reinforcing the principle that every worker’s time has value.

Additionally, a legal challenge has been filed seeking to set aside this new DOL rule. In Plano Chamber of Commerce v. U.S. Department of Labor, filed in the Eastern District of Texas, the business group plaintiff contends that the DOL exceeded its authority in announcing the new rule. The plaintiff also seeks a delay of implementation of the July 1 increase. At this point, it is impossible to determine how the ongoing litigation will affect, if at all, the salary threshold increases.  

Stay Informed: For more details, visit DOL’s Overtime Information Page.

This blog was authored by Earl Cantwell, Acting General Counsel, Aleron Group.

The post New Overtime Salary Thresholds for 2024: What You Need to Know appeared first on Broadleaf Results.

Recent data highlights a few emerging frontline worker trends in 2024 that organizations must navigate, which we’ll cover here: 

• A shift in focus from hiring to retention
• An emphasis on adaptability
• The “Great Frontline Disconnect”—a persistent gap in understanding between frontline employees and their leadership. 

We’ll walk through these trends and how workforce management teams can adapt. 

Demographics and Statistics

Before we dig deeper into trends among frontline workers, let’s go over some key data points that speak to the frontline workforce in 2024. 

• Frontline workers make up 80% of the global workforce
• 62% are female, and 38% are male
• 50% of frontline employees feel expendable at work
• About ⅓ work more than one job to fulfill financial obligations 
• 15% of frontline workers said that adjusting to changes was a major stressor at work.
• For frontline workers, “A friendly and fun environment” is a number one motivator for engagement 
• Only 8% of executives say increasing support for these workers is a priority for CEO

With frontline workers remaining ever-critical to a fully functional society, a theme of dissatisfaction among the workforce should be a cause for concern and a call to action for employers in 2024. Here is how trends are manifesting, and how top employers are beginning to react to meet the needs of their frontline workers. 

Trend 1: Shifting from hiring to retention 

The emphasis in frontline labor markets has shifted significantly from hiring to retention. Retaining experienced workers continues to be more cost-effective and beneficial for maintaining operational stability than the constant cycle of recruiting and training new hires. 

With a seasoned workforce moving toward retirement, organizations are increasingly prioritizing strategies to keep their existing employees engaged and committed. This focus on retention is crucial to preserving institutional knowledge and ensuring a smooth transfer of skills and expertise to younger workers, thereby securing the continuity and efficiency of frontline operations.

Trend 2: Adapting to technology

Frontline workers are increasingly being asked to adapt in the face of rapidly advancing technology and automation, along with evolving customer expectations and preferences. As digital tools and automated systems become more prevalent across essential industries, resisting becomes futile. 

At the same time, customer demands are shifting, with a greater emphasis on speed, personalization, and high-quality service. 

These often competing pressures necessitate buy-in and flexibility from frontline workers, who must not only keep pace with technological advancements but also tailor their approaches to meet and exceed the changing desires of the customers they serve. 

Trend 3: “The Great Frontline Disconnect” 

Beekeeper calls the slew of miscommunications between frontline workers and the people who lead them The Great Frontline Disconnect.

In 2024, frontline workers continue to ask for access to: 

• Upskilling and reskilling
• Learning and development
• Better cross-team communication

It will be key for employers to begin to take real steps towards engaging this massive segment of the workforce, empowering them with the tools they need to engage. 

“Data shows that the things we put in their hands to help them manage their work life … can sway how workers feel about their employer. That gives them more control, more authority in their work and it makes them feel like they’re getting treated more fairly,” said Ben Eubanks, Chief Research Officer at Lighthouse Research & Advisory

How Employers are Reacting

Healthcare

In 2024, healthcare sectors are focused on engaging their frontline workers through strategies that prioritize communication, support, and professional development. 

The average cost of turnover for one RN is $52,350, Advisory Board reports; each 1% decrease in RN turnover can save a hospital an average of $380,600 per year.

Examples of how to engage healthcare workers and support their growth include: 

• Pay sign-on and retention bonuses
• Enacting policies like fair bed-to-patient ratios that support work-life balance; physical and mental health
• Providing access to ongoing credentialing and licensing
• Adapting to telemedicine options that allow healthcare workers a remote work option

Manufacturing

Manufacturing still anticipates a long struggle with the talent shortage that started post-pandemic. Despite the addition of nearly 800,000 jobs since 2021, almost 550,000 are still vacant, and research from Deloitte and The Manufacturing Institute indicates that that will increase. 

An estimated four million manufacturing employees are needed by 2030. If nothing changes, we can expect to be short 2.1 million workers.

Here is how manufacturing sectors are reacting: 

• 70% of manufacturers have launched new internal training programs to upskill their workforce, with 75% reporting improvements in productivity, promotion opportunities, and employee morale.
• Some manufacturers are partnering with middle and high schools to combat these misconceptions and recruit young workers.
• Providing incentives for retention and engagement, such as: 
  • Schedule flexibility, including four-day workweeks and the ability to switch shifts
  • Financial incentives like bonuses and profit-sharing
  • Smaller rewards more frequently, e.g., weekly lunches when targets are met
  • Paid time off

Retail/Leisure and Hospitality (L&H)

According to the US Chamber of Commerce, since the peak of COVID-19, leisure and hospitality has maintained the highest hiring rate among all industries, ranging between 6% to nearly 19%. 

Retention continues to be a focus, as the turnover in this sector sits at about 19% for retail and 17% for hospitality professionals. 

Here’s how some top employers are reacting to engaging their frontline workers in more meaningful ways: 

• Pilot Flying J, an operator of 750 North American retail and fueling locations, took advantage of the ubiquity of smartphones to let its mobile workers clock in and out, keep track of schedules, and request changes or paid time off from their mobile devices.
• Ashley Furniture supplemented email communication with signage in its stores, painted murals, and internal billboards in an “omnichannel communication strategy to make sure everyone gets the same message.”
• Starbucks is enhancing partner career growth through potential credential and certification programs, building on its Starbucks College Achievement Plan (SCAP) with ASU, which has already seen over 10,000 graduates and supports 23,000 partners in earning degrees, covering all tuition upfront. The company aims to help at least 25,000 partners graduate by 2025, with a projected investment of over $250 million.

Frontline Worker Engagement in 2024 and Beyond

As we move through 2024, it’s crucial for employers to actively listen to their frontline workers and honor their commitments to employee development and support. Employers who make this a priority and follow through with tangible support will be better positioned to meet the challenges of the evolving work environment, ultimately leading to sustained success.

The post Frontline Worker Trends in 2024 appeared first on Broadleaf Results.

Employee engagement peaked at 36 percent in 2020 after a decade of steady growth, followed by two years of decline and a low point of 32 percent in 2022. While these may not seem like significant swings, each percentage point gain or drop in engagement represents approximately 1.6 million full- or part-time U.S. employees. 

When employee engagement suffers, businesses pay the price. Not engaged or actively disengaged employees account for approximately $1.9 trillion in lost productivity nationwide. 

Related from Aleron Group partner Acara Solutions: Top Three Ways to Maintain Employee Engagement 

Why is Employee Engagement Falling? 

Compared to 2020, when employee engagement peaked, research shows that workers are feeling more detached from—and less satisfied with—their employers and are less likely to connect to their companies’ mission and purpose. 

A big reason for this downward swing, according to Gallup, is a decline in role clarity. Employees are experiencing more confusion around what’s expected of them in the workplace and not always receiving the feedback they need to improve their understanding. 

Why Does Engaging Your Contingent Workers Matter? 

As employers try to improve engagement and connection in the workplace, they must include contingent staff in their strategies and initiatives. The latest estimates from Staffing Industry Analyst put the country’s contingent worker population at 52 million. Overlooking them could be detrimental. 

Engaging this employee population might seem like an uphill battle for employers. Compared to direct employees, temporary workers may understandably feel less connected to the business’ mission and culture—but this doesn’t have to be the case. Here are some tips to keep your contingent employees engaged from the day they apply, to their first day on the job, through the end of their assignment. 

1. Start with delivering an excellent candidate experience.

A streamlined, candidate-focused hiring process can help contingent workers develop a good first impression of your company. A user-friendly application, clear communication, and prompt feedback all contribute to a positive candidate experience. In an era where recruiting has become increasingly automated and at times impersonal, recruiters should try to individualize their communications and interactions as much as possible. Job seekers don’t want to be reduced to a resume moving through an online system. 

Related: Candidate Ghosting: What Is It, Why Does It Happen, and How Can You Prevent It? 

2. Improve your onboarding process.

Onboarding begins even before your contingent worker’s first day on the job—and like the hiring process, can set the tone for the type of experience they’ll have as an employee. Providing your contingent hires with a training schedule and establishing points of contact for different questions that may arise can help improve their onboarding experience and early days on the job. Supervisors should be trained on how they can set and manage expectations for their contingent employees to ensure they get started on a positive note. 

3. Check in and offer regular feedback.

One of the best things an employer can do to keep their contingent employees engaged is offer regular feedback. Managers can schedule check-ins one week into the assignment and then again at the 30-day mark. These meetings give employees an opportunity to share their thoughts, ask questions, and express concerns and the manager a chance to ensure the worker knows what’s expected of them and how they’re performing. Continuing to do this on a consistent basis is beneficial for employees, supervisors, and the company overall. 

4. Provide learning and development opportunities.

Just because your contingent workers have been hired to support a specific project or seasonal uptick in production doesn’t mean you should exclude them from training and development initiatives. Your contingent workers can provide a great pool of talent for future projects or different roles. Sometimes a temporary employee can grow into a long-tenured leader. Investing in their growth shows you care and can also directly benefit your organization. 

5. When their assignment ends, perform an exit interview.

Employers should do all they can to provide a smooth offboarding process for their contingent employees. An exit interview is a great way to gather feedback around the employee’s experience and satisfaction and identify areas where the organization can do better.  

Summary 

At the end of the day, contingent workers want to feel heard, valued, and respected, just like your other employees. Improving employee engagement can lead to a more productive, collaborative, and skilled workforce—and that’s something your entire business will benefit from. 

This blog was authored by Broadleaf Vice President of Client Delivery Joseph O’Shea. 

The post 5 Tips to Keep Your Contingent Workforce Engaged appeared first on Broadleaf Results.

Related content from Aleron Group partner Acara Solutions: What 2024’s Economic Outlook Means for Hiring

Energy and Utilities

The outlook for the utilities is strong, as the U.S. and much of the world gradually moves from an oil-driven economy to an electricity-driven economy. This shift will greatly benefit utilities. According to Deloitte, the industry may see as much as a tripling in demand for electricity over the next 25 years, which will translate to more jobs. The Department of Labor is predicting rapid growth in the solar, geothermal, and wind power generation industries over the next decade amid the continued push toward renewable energy sources. Shorter-term, hiring across the utilities sector is likely to remain steady in 2024.

Related: Case Study: Innovative MSP Program Quickly Transforms IT Department

Hospitality

Before the pandemic, travel and tourism grew by 4 to 7 percent annually for 20 years. Of course, that all changed in 2020, and the hospitality industry has had a rocky few years trying to bounce back. But better days may be ahead, as experts predict more stability in 2024. Demand for hotels grew by 0.9 percent in 2023 and is expected to increase by 1.8 percent in 2024.

Hotels continue to struggle with hiring. In a June 2023 survey by the American Hotel & Lodging Association, 82 percent of hotels reported staffing shortages and said they are incentivizing new hires with increased wages, greater flexibility, and expanded benefits to close the gap. Although some businesses in the hospitality industry are turning to technology to ameliorate the problem, it’s by no means a silver bullet, and workforce challenges will persist in 2024.

Related: Hail to the CHRO in Hospitality

Advanced Manufacturing

There’s reason to be optimistic about U.S. manufacturing in 2024—experts are predicting industry growth. With more of the manufacturing workforce reaching retirement age, companies must make a concentrated effort to ensure knowledge-sharing with younger employees.

Like employers in many industries, manufacturers are challenged to find qualified talent. As of December 2023, 75 percent of manufacturers reported hiring difficulties. Of that group, over 40 percent said they raised wages to recruit new hires, and the same number shared that they did not hire as many workers as they would have liked.

Related: Case Study: Leading Manufacturer Yields $3.6M in Contract Labor Savings

Related: The Effects of the Labor Shortage on Workers

Finance and Insurance

50 percent of the insurance industry workforce is projected to enter retirement by 2028, which is good news for millennials, Gen Z, and anyone else looking to change careers. However, with more insurance companies adopting AI, workers will need to be tech-savvy enough to use these new tools efficiently and effectively.

The finance industry—banking, in particular—laid off workers consistently throughout 2023, with five of the largest U.S. banks cutting a combined 20,000 positions between January and October. Altogether, more than 60,000 banking jobs were lost in 2023, and more layoffs may be on the way in 2024.

Related: Accounting & Finance Salary Guide

Semiconductor

Demand for semiconductors is expected to increase significantly by 2030 and beyond, and companies are ramping up production accordingly. The Semiconductor Industry Association predicts that the industry’s workforce will add 115,000 jobs by 2030—a 33 percent increase from 2023. Roughly 58 percent of projected new jobs, and 80 percent of projected new technical jobs, risk going unfilled based on current degree completion rates. Given the critical role of semiconductors in the technologies that power our economy, it’s critical that the industry continue its efforts to close the talent gap.

Related: Engineering & Technology Salary Guide

Is Economic Uncertainty Here to Stay?

We did not get the recession that many experts were predicting in 2023, but Americans still faced a difficult economy marked by rising prices and mortgage rates, inflation, and widespread layoffs in multiple key industries.

According to data from the Federal Reserve Bank of Richmond, median expected employment growth stands at 2.7 percent for 2024—up from 2.2 percent in 2023—and median revenue growth is expected to remain steady at 5 percent for 2024.

With 2024 being a presidential election year, economic performance is also sure to impact the race—not to mention that uncertainty over politics often bleeds into concerns over the economy. Even so, nearly three-quarters of CEOs feel confident about global economic growth in the next three years.

Contingent labor can be a great way to protect your organization from economic ups and downs, and our team at Broadleaf is here to help you develop a workforce program that meets your needs in labor markets of all types. Contact us today to learn more about our total talent management solutions and how we can work together in 2024.

Related: Using an MSP Solution to Recession-Proof Your Talent Strategy

This blog was authored by Broadleaf’s Senior Vice President of Client Delivery Suzie Mitchell.

The post 2024 Industry Hiring Outlooks: What to Expect appeared first on Broadleaf Results.

1. The Effects of the Labor Shortage on Workers

While employee resignations began to slow in the second part of 2023, businesses in all industries continued to struggle with filling open positions. Broadleaf’s Suzie Mitchell wrote about how workforce shortages impact existing employees—and what employers can do to ensure workers feel appreciated and valued. With 66 percent of employees experiencing burnout, and nearly 40 percent working extra hours without compensation, leaders must address these negative effects now to combat further employee attrition and understaffing in 2024.

Related: Emotionally Intelligent Leadership and Employee Retention

2. What is MSP? Managed Service Programs: Explained

A Managed Service Program, or MSP, is widely regarded as one of the most impactful ways to manage an organization’s contingent workforce. In this popular and always timely blog, Broadleaf explains what an MSP is, who uses one, and the different types of MSPs that companies should consider, depending on their unqiue hiring needs and business objectives.

Related: E-Book: Evaluating and Implementing a Second-Generation MSP

3. Frontline Worker Trends in 2023

Frontline workers are employed across many of our most critical industries (health care, education, childcare, food and goods, transportation, utilities), so it’s no surprise that blog readers were highly interested in learning more about them in 2023. In this article, Broadleaf’s Tiffany Bennett shares insights on what these workers want from employers, particularly in a post-pandemic environment where burnout is on the rise.

4. Employer of Record vs. Staffing: What’s the Difference?

With internal resources stretched increasingly thin, companies are constantly looking for ways to streamline their HR functions. As a result, many are turning to an “employer of record,” otherwise known as payrolling services. Broadleaf breaks down the difference between an employer of record and a traditional staffing agency and how using one—or both—can bring value to your organization.

Related: Case Study: Employer of Record Success Stories

5. Which Industries Will Be Most Affected by the Predicted Recession?

Amid discussions of a looming U.S. recession, concerns over economic uncertainty were top of mind for many business and HR leaders throughout 2023. In this blog, we list out the industries that are most at-risk for job losses during a recession, as well as the industries that would likely experience fewer layoffs.

Related: Using an MSP Solution to Recession-Proof Your Talent Strategy

The post Broadleaf’s Top Blogs of 2023 appeared first on Broadleaf Results.