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Managing a remote workforce can be a challenge, but with good management, an offshore team can actually outperform in-house groups. The global phenomenon of outsourcing is propelling staffing into a different direction. With independent workers everywhere around the globe, more businesses are sending jobs to overseas staff leasing firms. Here are top tips to overcome challenges in managing a remote staff. Seven Tips to Manage an Offshore Staff Leasing Workforce 1. Take advantage of mobile communication tools Utilize the tools of the trade if you’re serious about employee leasing. The best way to communicate depends on several factors, such as the message’s urgency or who you’re talking to. The most popular workplace technologies for communication include: • Instant messaging • Video conference • Teleconference • Web conference • Online collaboration tools (usually hosted in the cloud) • Mobile communication platforms Many of these services are free and some are offered at competitive prices. 2. Do not play the role of customer Most staff leasing models have the service recipient as a client company, so that makes the end user technically the offshore team’s customer. Implementing this concept to your management setup is a mistake because it creates an artificial layer between the leased staff and the client company. Such barriers will only complicate things and tend to make the offshore workers feel distant from the organization. Remove obstructions to direct communication to bring about seamless interaction. 3. Celebrate success and give compliments Sincere and honest praises lets employees know their efforts are appreciated. Confirmation of good performance from managers also makes them more confident to work. Even though staff leasing companies may have their own reward system, rewarding your teams is an established team building technique. Something as simple as sending congratulatory emails will boost their morale. 4. Know when to give constructive feedback Creating a healthy working relationship also involves differentiating high-quality work from poor-quality performance. Don’t be nice all the time and know when to criticize when needed. Always provide feedback in private and escalate the concern to the offshore manager so they’re involved and stay in the loop. 5. Don’t assume anything Expect that your overseas team won’t always express their concerns. They might not even bring up critical problems until it’s too late to remedy them. Request reports on the status of projects, and probe issues that have the potential to be risks. 6. Don’t micromanage Work with the offshore leadership if you want something changed or want to implement new systems. Micromanaging each project or employee is time consuming and often unnecessary. Integrating your new ideas through the managers creates a more organized workflow and ensures work requests are completed to specification. 7. Make them feel part of the team Onshore employees tend to think they know better regarding the project since they’re the ones who face the client. Don’t let the onshore team act dominant over the leased employees. One risk in off shoring is that the whole thing could collapse if the offshore staff loses motivation. Give your leased personnel information and updates about how things are in the organization. Be transparent and make them feel you’re all in this together. Managing a dispersed workforce isn't easy, but it’s definitely not impossible. Keep your team dedicated about their work to they deliver top-quality output.
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seo Philippines, staff leasing, seo outsourcing,
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