The Benefits And Best Practices Of Remote Offshore Teams

Focus on the who, not the where

Communication has always been the most crucial component of building strong company culture — even before 2020. However, as the second anniversary of the pandemic is here, companies are still leaning on communication more than ever for their remote employees. 
 

Organizations pride themselves on how hard they work to communicate among their dispersed workforces. With employees working in remote, offshore, co-located and hybrid environments in every size organization, fostering a strong company culture can look a little different these days. 

Focus on the Who — Not the Where

Location plays an essential role in choosing the right candidate for the job. The most skilled professionals do not always live a drivable distance from an organization’s office. Those who do might not be the best candidate to fill these specialized positions. And be prepared for complications if expecting selected candidates to relocate. Covid-19 is proving that prospects are less likely to move for a job. Adding incentive might be necessary, and it may not be enough even then.

As the CEO of a technology company with a large international workforce, I encounter this hiring issue when recruiting software developers. We have learned that we hire more engaged and talented staff when we better communicate with our employees and candidates remotely, locally and globally. 

There are also cost advantages associated with remote workers through reductions in time-to-market. Since remote teams can be staffed at an accelerated rate, the turnaround time is quicker and the talent can be assembled as the customer base demands. 

Arguably, the most significant benefit to a remote workforce is identifying, choosing and assigning the right talent with the right job at hand. In the tech industry, this means that teams can work on all aspects of technology development without the limits of a typical workday cycle — virtually creating a 24/7 workday. When a team is testing development in one time zone, another unit can be deploying it across the ocean if needed, allowing for the seamless integration of roles. 

Set the Tone Early

For remote and offshore staff to serve up to the organization’s standards, set the rhythm and tone at the very beginning for these employees. It is crucial to not only their success, but also to the company. 

When you take a thoughtful approach and apply the correct methodology, offshore teams can provide just as much output as a local team or even more.

However, the key to success lies in quickly establishing a rapport with remote team members; not leaving them out of any official meetings or gatherings. It is equally important to remind offshore employees that being remote is not a free pass to skip these meetings or slack in getting to know your peers. 

Dependable remote teams will have the ability to go above and beyond what is asked of them. However, it is vital to communicate early to offshore employees what is expected of them. Set the tone of the business culture and encourage them to align with it. This will help the talent be clear on what to deliver and keep them on the right path. 

Build a Strong Toolset 

A large part of keeping communication strong throughout a company is having the tools in place to do the job. Evaluating the organization's needs before investing in long-term tools will set you up for success. The company and its teams will suffer reduced productivity if the communication resources fail to deliver on talk, streaming and other needed features. Choose them with care.

Bridging the gap between remote and on-location employees requires a healthy mixture of collaboration and communication. A great example is ensuring there are always virtual alternatives to daily huddles or on-site meetings and events. Alongside this, a process to effectively respond, add input and give feedback should be implemented to ensure involvement and influence decision-making. Providing employees with the tools to do so will aid them in feeling more included within the organization. 

Strive for the Perfect Balance

After you choose the communication tools that are best suited for your organization, it’s vital to utilize them with care. When under- or over-utilized, they can hinder production, distract team members and cause more harm than good regardless of whether team members are remote, offshore, local or hybrid. 

Remember that offshore and remote employees struggle with the same challenges as in-office employees. Oftentimes, messages can be misinterpreted when communication is limited to email and texts. For this reason, it’s better to opt for video and audio sharing to minimize confusion and false impressions. Striving to find the perfect balance between all your tools and communication tactics will provide the highest value for all employees, offshore and onshore alike. 

A distributed workforce will always have its challenges, especially when mixing business etiquette and work culture. However, teams will immerse themselves over time and establish a culture naturally. But, this can only begin when the organization recognizes what their remote team members bring to the table and ensure they are reflected throughout the culture and business decisions. 

Applying these recommendations can help you better understand how remote teams influence day-to-day operations and how teams bond to perform in concert. While it will take some time, offshore employees are sure to absorb and demonstrate nuances of the company headquarter culture. And vice versa. This blend of work environments creates a purposeful information flow that removes cultural barriers between employees across oceans, regions and countries. 

Nick Sharma is the Chief Executive Officer at Excellarate. He’s held senior management positions in technology and infrastructure services at Digital, Nortel Networks, Unisys, and Satyam Computer Services, and been CEO of CSS Corporation, Decision One, and Savantis Solutions. Sharma earned degrees in mechanical engineering and industrial management from the University of Texas.