A team consisting of the best among the rest can definitely provide you a successful output. A quick head start is gathering the best people to become your ‘best team.’ In acquiring the best team, you may either study the do-it-yourself recruitment process, hire someone through a labour pool by consulting an agency, or create your own team offshore. But the process doesn’t end there. Whenever you have gathered your team and is now ready and available, you must also think how to manage them in the long run. This now talks about you – as a business owner and a leader. Bossing around? Not really. It’s more of leading them wholeheartedly to harvest even better profit and service.
Here are some guidelines to help you handle and manage your outsourcing team:
Weekly Meeting is an Advantage
Although you’re already aware that you have recruited the best team, it is important that you get in touch with them regularly. Some business owners prefer daily meeting over the phone for some quick and real-time updates then a weekly meeting would mean a broader discussion about the accomplishments for the week. This can be done via messaging or chat apps so it’s still a face to face conversation. Have your outsourced team prepare topics, concerns, updates, challenges to be raised in the meeting. This meeting would last for an hour or two, depending on the need. This creates a solid relationship between you and your team.
Training and Feedback
It’s self-explanatory that employers should conduct training for new hires. Of course, it’s a must to give them an overview of what they’re going to be engaged in. You may tackle the nature of the business, the tasks and workflow, the people they need to get in touch with and troubleshooting so that a perfected service will be provided. It’s fine to spoon-feed new hires for at least a week or two maximum. That way, they will be able to absorb everything that is needed for them to be equipped with knowledge and have better understanding of the job. Existing staff should also undergo trainings or what they call ‘refresher course.’ It’s a win-win situation both for the employer and staff because both parties can get to dig deep to the existing challenges and strengths. Plus, if there’s a need to imply new rules, policies or new strategies, this refresher could be very beneficial. Anything new should be disseminated for business partners, clients and remote team to be synched. Let us not forget feedback. Feedbacks are essential. How did the training go? You have to make sure that they fully understand the whole picture. Ask your remote team for feedbacks, and give them feedback as well. As we all know, communication is a two-way process.
Verification for Newbies
Your new hires need your utmost attention. The 2-week training is the best time for them to gain knowledge and experience mistakes. You may check their accomplished work right after finishing one instead of verifying their work at the end of the day or week to be hands on about it. We are not trying to collect their faults for a week. You shouldn’t be moving on to the next one without even verifying the existing task. Mistakes are inevitable but preventing it from happening over and over again is better.
Set a Turn Around Time
One you have delegated tasks to your virtual team, it is just fair to set a time frame. This time frame is significant in determining their efficiency and measuring their productivity. On the other hand, you would also identify which task is too difficult and which one is easy; job negligence could also be avoided if this is practiced.
You considered to outsource basically for you to have more time in focusing on other matters for your business to grow successfully. With the help of modernisation, you can still be in-touch with your remote team. Be that superior who is reachable and available for questions and other concerns. Your team consists of highly-skilled professionals who get more motivated if they know that you value what they have to say. They will remain inspired because they know that have a leader that is very accommodating and open to them.
Remote Access Usage
Were you able to convey your trainings and meetings properly? Are they able to follow the protocols? Is it feasible? Can you rely to your team? Does the ‘can-work-independently/can-work-with-less supervision’ cliché written on their profiles really happen? It’s nice to check on your virtual team from time to time to determine if everything is in good hands. It is made possible by our present technology. As the business owner or client, you may implement transparency rules for the whole team. You can make use of screen sharing software for you to have a direct observance of your offshore team members. You can see how your team navigates the system. Are they going fast or way too slow? Are they doing a shortcut method or just the right pacing? This is not really necessary, but this will give you an honest and transparent observation and judgment for it is being done real-time. And having remote access may provide you easier and quicker way on how to do corrections instead of discussing it over the phone, or through emails and chat especially if the tasks are procedural.
Time for Rewards
Rewarding your remote staff is a way of appreciating their hard work. It can be a positive feedback or constructive criticism; it can also be monetary or just simply gift them! This experience will keep your team inspired, productive, motivated and engaged.