With uncertainty still lingering in pockets of the economy, purse string-holders at some organizations remain cautious about approving funds to expand EDI and integration staff or replace departures.
In this article, we look at the pressures integration managers are feeling in the current economic cycle. We can’t change the reality that you have to support operations and growth goals in the face of flat or shrinking headcounts.
But we can show you how to make a strong case for securing the funds to augment your team with outside EDI consultants.
Why Are EDI Managers Feeling Squeezed Right Now?
If the current era had a playlist for EDI managers and other data/app integrators, David Bowie’s “Pressure” would be the first song you hear.
Against a backdrop of flat or shrinking headcounts, our customers are telling us they are being asked to do more with fewer resources. While new customers, strategic acquisitions, and new channel programs signal welcome growth, they increase EDI workload (maps, testing, monitoring).
These integration leaders and front-line managers are scrambling to keep up with new trading partner demands. Without FTEs to accommodate them, teams can start to burn out.
At the same time, technical debt from older translators and homegrown solutions keep senior talent consumed with keep-the-wheels-on work instead of growth initiatives.
How to Make a Strong Case for Spending on EDI Staff Augmentation
According to Scott Hulme, VP of Services and Software at Remedi, “You’ll have more success if you frame funding requests for outside help in terms of business goals: Reduced chargebacks, accelerated revenue cycles, faster onboarding.”
He adds, “Whenever possible, quantify desired outcomes of staff augmentation in black and white. And be sure to include a requirement for knowledge transfer and project documentation.”
For example, add average chargeback totals and rework hours tied to mapping defects. Then show a payback scenario that calculates consultant cost vs. avoided costs + accelerated revenue.
Also, include concrete details when outlining the scope of work. Make it clear which tasks you’ll assign to the outside consultant and what responsibilities remain with the internal team. Explain how they’ll work together.
Why EDI Managers Might Be Reluctant to Ask for Outside Help
Tight purse strings are not always the biggest hurdle to securing outside resources, says Remedi President Brad Loetz.
“Some customers have been burned by bad experiences with vendors who secured the assignment by presenting a well-qualified resource but then assigned a resource with insufficient tool skills or experience.”
Also, some managers may worry that asking for funds to engage an EDI staffing partner could be read as a sign of inefficient resource allocation.
“Asking for targeted resources for a fixed period of time with outcomes that support growth objectives looks like leadership, not inability to manage resources,” Loetz said.
In addition to being a means to expand capacity without increasing full-time headcount, bringing in qualified resources is smart risk mitigation. For example, clearing onboarding backlogs avoids the problems that come with delayed revenue and frustrated customers and trading partners.
We understand that strictly speaking, EDI staff augmentation is an expense.
As such, it can be a tough sell in an era when companies are spend-averse. At the same time, relying on overburdened resources can have near-disastrous consequences.
How Remedi Can Help Secure the EDI Consultants You Need
Qualified and vetted EDI consultants can save more than they cost, as measured in reduced fines, and avoided chargebacks and re-work. As well as helping to accelerate revenue cycles.
Remedi has developed a unique process and a deep network of integration talent with platform experience that includes IBM Sterling, Cleo, 1 EDI Source, Boomi, SEEBURGER, and niche solutions on request.
If you’re looking to turn “Pressure” back into a catchy tune for your oldies mix instead of a reminder of an out-of-control to-do list, don’t hesitate to reach out.
In the meantime, you can read what customers say about working with Remedi here.
FAQs:
What is EDI Staff Augmentation?
Adding experienced EDI practitioners to your team temporarily to increase capacity or inject specific skills—while you retain direction, priorities, and platform ownership.
What is EDI Staffing?
Recruiting and placing independent EDI consultants who work at the customer’s direction, according to the duties as described in the scope of work.
What is EDI Consulting?
Outcome-oriented expertise to solve integration problems defined by a high degree of complexity, limited internal resources, and a need for highly specialized skills, new insights, and proven project leadership. These can include persistent error resolution, integrating APIs into workflows, and supporting ERP migrations from the EDI side of the process.
How are EDI Consulting and Staffing different from Managed EDI Services?
Consulting/Staffing: The customer sets priorities and retains day-to-day control; the partner adds capacity/skills and delivers scoped outcomes.
Traditional Managed EDI Services/Outsourcing: A provider operates and monitors integrations on your behalf under an ongoing service agreement, which requires the enterprise to migrate to a new EDI platform.
Remedi’s Managed EDI Model: Platform-agnostic, meaning we deliver consultants who can manage, monitor, and update the customer’s EDI platform.
Is Remedi a good provider of EDI consultants?
“Good” is a subjective judgement. That said, 80% of our revenue comes from existing or returning customers, and nine out of ten customers report they would hire us again.
