For years, organisations have been told they must be agile. Agile infrastructure, agile processes and an agile contingent workforce. Speed, flexibility and rapid iteration became the gold standard for surviving in an increasingly digital world.
But the reality facing many businesses today is very different from the one in which agility first rose to prominence. Economic uncertainty, geopolitical instability, skills shortages, cyber threats, and regulatory pressure have created a far harsher operating environment. In this context, agility alone is no longer enough.
Building a resilient contingent workforce beyond agility
The challenges that businesses face in 2026 are particularly relevant in workforce strategy and hiring. In an uncertain economic climate, talent acquisition teams need to be able to respond quickly to new demands from the business, rapid surges in hiring or to skills shortages. They need to be able to fall back as fast as they ramp up, because business requirements can change unexpectedly.
In their 2025 report on Global Human Capital Trends, Deloitte used the phrase ‘Stagility’ to describe the changes required in culture, management, and resourcing. The report highlights how workers are expected to adapt to rapid change while much of the stable foundation they rely on is eroding. Deloitte also further explains:
‘Today’s workers are being asked to learn new skills and ways of working, adapt to new technologies, and pivot in response to unexpected change, both internal and external. Many workers are struggling to adjust to these changes. About two-thirds of workers globally are overwhelmed by how quickly work is changing, and 49% are worried that the pace of change will leave them behind.’
Deloitte Insights, Global Human Capital Trends 2025
Stagility is the ability to combine stability and agility in equal measure. It recognises that organisations must move quickly and adapt. At the same time, they need dependable foundations. These foundations prevent change from turning into chaos.
In simple terms:
- Agility allows you to respond to opportunity and disruption.
- Stability ensures you can do so safely, securely, and sustainably.
Stagility is not about choosing one over the other. It’s about designing systems, processes and partnerships that let you innovate without increasing risk, and scale without losing control.
Why your MSP needs to step up
The contingent workforce is growing rapidly on a global scale. By 2027, contingent workers are expected to make up 50% of a typical workforce, driven by workers’ desire for flexibility and organisations’ need to scale their workforce quickly in response to change.
But as we have seen, times are changing. Alongside the agility that a contingent workforce provides, there is an ongoing need for stability.
‘75% of workers stated that they are hoping for greater stability in work in the future. Business leaders, on the other hand, are feeling pressure to adapt and evolve.’
Deloitte Insights, Global Human Capital Trends 2025
Managed Service Providers must take a more strategic role in bridging this disconnect between stability and agility. Simply managing the talent supply chain or optimising for efficiency is no longer enough, given the broader challenges organisations face. MSPs need to step up and think strategically:
- What is the value proposition that makes an organisation a destination workplace?
- Are culture, purpose, and expectations clearly communicated?
- Are contingent workers benefitting from an effective onboarding process?
- Is there support available for tax, compliance, and administrative issues?
- Do contingent workers receive benefits or rewards for their loyalty?
- Is a robust technology platform in place to underpin process and best practice?
As organisations increasingly rely on their contingent workforce, MSPs must help build workforces that are reliable, compliant, fairly paid, and engaged for the long term. A contingent workforce needs to feel like an extension to your organisation, not a transitory group that is always on the cusp of change.
Future-proofing your contingent workforce
Agility is no longer a short-term requirement for organisations. It needs to be built into their long-term strategy, shaping both how work is structured and the culture that supports it.
Traditional job roles are increasingly giving way to flexible, cross-functional work, as employees take on responsibilities beyond their formal job descriptions and organisations adapt to new market pressures. Deloitte’s findings support this shift, reporting that ‘81% of executives agree that work today is increasingly performed across functional boundaries’, and ‘71% of workers perform work outside the scope of their job descriptions’.
Furthermore, technological advances are accelerating these changes. The rise of AI, robotics, and automation is reshaping roles and creating new skill requirements, adding another layer of complexity for organisations. As a result, Managed Service Providers are now facing new challenges. They must identify talent beyond traditional communities, shape compelling talent brands, and develop strategies that engage the next generation of workers – while maintaining the stability and compliance that organisations rely on.
If you’d like to have a conversation about establishing a sustainable MSP strategy, get in touch with us through our contact form.
