Outsourcing employment has several advantages. You may complete tasks more quickly and at a lower cost, and you won't have to worry about hiring people. However, communicating with a remote outsourcing team entails far more than simply selecting the proper individuals and sending them a task list - which is why it's critical to become acquainted with how to successfully manage an outsourced team.
In this article, we will compare and contrast managing outsourced teams vs managing in-house teams. We will also discuss the shift in work culture and how managers must adapt to be successful with outsourced teams, with an emphasis on managerial attributes that will assist you in making the most of your cooperation with your outsourcing partners and team members.
1. Managing an In-house team vs. Outsourcing team
There are several significant distinctions between managing an in-house staff and an outsourced workforce. One of the most noticeable distinctions is the mode of communication. You may quickly stop into someone's workplace for a brief conversation or an unplanned meeting with an in-house team. However, when working with an outsourced staff, managers must be more deliberate in scheduling regular check-ins and video sessions.
Another significant distinction is how you handle tasks and projects. Managers may quickly drop by a team member's workstation to give them a brief update on a project or inquire how their day is going with an in-house team. To keep on top of deadlines with an outsourced staff, managers must be more aggressive in requesting and reviewing progress reports and using project management tools. If not, things may fall by the wayside, and productivity may suffer as a result of a lack of in-person inspection of how things are progressing.
Finally, while managing an outsourced staff, managers must be more sensitive to cultural variations. If you're managing a team in a different time zone, for example, you'll need to be flexible with meeting schedules. Furthermore, if you're in charge of a team in another nation, you'll need to be aware of local conventions and holidays to plan your schedule properly.
Overall, managing an outsourced staff is more difficult than managing an in-house team. It necessitates the use of appropriate communication tools and procedures to ensure beneficial cooperation and that all parties involved are on the same page in terms of adhering to them.
The first thing to comprehend and accept is the worldwide shift occurring in the aftermath of the COVID-19 epidemic and how it changes the way business is currently done.
2. Useful tips for managing the outsourcing team effectively
2.1. Plan routine check-ins
It can seem like overkill, but for bosses or groups new to remote working, it is key. And where the phone or texts can get once sufficed, the great bosses in their remote leadership endeavors can move forward with more regular usage of video conferencing to set the direct interaction which is lacking.
Outsourced management, as previously said, necessitates a high level of communication attention. You must be explicit about your goals, communicate your thoughts, clarify your expectations, and ensure remote team members grasp your project needs if you want to obtain what you want.
However, you should not stop there. You must communicate often with your remote team to learn about any obstacles, queries, or concerns and to stay up to speed on how your project is progressing.
As a result, when selecting an outsourcing team, it's critical to agree on the methods and formats you'll use to communicate with one another. For example, you may plan video conferences using remote collaboration platforms like Zoom or Slack to discuss project updates or track progress using a project management tool like Asana or Jira. This way, you can ensure that everyone is on the same page and that the project is progressing as planned.
Based on the easy routine check-ins, over-communication is quite imperative during it mentions the group’s duties and expected results we might clarify a lot in 60 seconds. In a standard work area environment, a shortage of communication might already be an issue. However, while staff wants to work remotely – and potentially now concentrated on various jobs and targets.
2.3. Make a most of high tech
By now, all of us might be forced down a way of digital alteration which might get some companies months, if not years, to adopt. Some great tools such as Zoom and Microsoft Teams that you want to use every day – offer easy platforms for tackling hints. Besides, it was quite tough at first, but once fully adopted, it has been a leading solution to assist engagement tactics.
2.4. Set engagement rules
Remote work offers efficiency and flexibility, especially when leaders establish clear communication expectations for their teams. To achieve this, bosses can set guidelines for the frequency and appropriate timing of communication. For example, routine check-in meetings can be conducted through video conferencing, while instant messaging can be utilized for urgent matters.
Additionally, it is beneficial to establish expectations regarding the ideal times of day for group members to connect with their boss and vice versa. This promotes regular interaction and fosters a sense of accessibility and support. Lastly, encouraging information sharing among peers is vital. By promoting a collaborative environment where team members actively share relevant information, insights, and updates, the overall efficiency and effectiveness of remote work can be maximized. By implementing these strategies, organizations can optimize communication in remote work settings and ensure smooth coordination among team members.
2.5. Control expectations
In the current environment, it has become increasingly crucial to address a previously important aspect. As mentioned earlier, many teams or departments have had to adapt and reallocate their staff to new responsibilities, which can impact performance and motivation. Therefore, it is essential to establish clear expectations and actively seek feedback to ensure alignment. It cannot be assumed that the outsourcing team automatically understands where their focus should be directed. By explicitly communicating expectations and providing regular feedback, organizations can enhance clarity and maintain a shared sense of purpose.
This approach helps team members prioritize their efforts effectively and channel their energy toward the most impactful areas. By proactively addressing these considerations, organizations can foster a motivated and high-performing workforce, even in times of change and uncertainty.
2.6. Concentrate on results, not activities
It is hugely known as ideal practice for boosting engagement and empowering more staff. Clearly defining the targets and expected outcomes, then permitting more staff (which get the training and resources to implement) – that part is crucial) to boost up a strategy of execution to improve ownership. In the remote external world, it is also quite tough to micro-manage individuals anyway.
2.7. Identify the target of these results
Here is where we tie the initial six hints together. Again, determining the why is usually critical for emotionally connecting staff to the duty. But on the new battlefield with more initiatives, new opponents, and huge amounts of complexity, you have to make sure everybody understands the overall target, and their duty in grabbing more success is the high-performance bedrock for remote groups.
2.8. Encourage collaboration and feedback
It is impossible to overestimate the value of developing a collaborative environment and being receptive to input. By emphasizing these two points, you may build a more cohesive team that can work successfully together to achieve common goals. It also aids in holding team members accountable for their performance and allowing them to learn from their mistakes. Feedback also enables you to highlight areas where the team can improve and make appropriate changes. Furthermore, it will allow you to solicit feedback from all team members and guarantee that everyone is satisfied with their job. Finally, fostering cooperation and feedback can help you establish a better outsourcing team that is more likely to succeed and, as a result, more efficient in their job production.
2.9. Be flexible and celebrate successes
Last but not least, one thing to remember while managing an outsourced staff is to never cease being adaptable. Things may not always go as planned, necessitating the development of ingenuity. Managing an outsourced workforce is not a static process, but one that is continually in change, which is vital to remember when unexpected situations throw things off track.
However, despite the problems that may occur, managing an outsourced workforce can be a rewarding experience, which is why you should remember to celebrate accomplishments together! Team activities, whether online or in the local area of the outsourcing team members, may be motivating.
For example, you may hold online social events using Zoom so that in-house and outsourcing team members can interact, and if possible, you can even host on-site meet-ups so that remote team members can learn more about your company and how it operates firsthand. You will not only assist create worker camaraderie, but you will also express appreciation for their efforts and hard work, increasing morale and establishing a great work atmosphere, even if it is remote!
Here are all those tips which can make you manage the remote outsourcing team so far. Last but not least, if you get any queries involved in effectively managing the team, please reply to us right away.
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