Introduction
In this article, we will explore the strategies and lessons learned from managing offshore teams, specifically in countries like India and the Philippines. Drawing from 12 years of experience working with individuals from various countries, Marlon Marescia shares valuable insights on what has worked and what hasn’t. This article aims to provide guidelines for effectively managing offshore teams to achieve success.
Key Learnings and Best Practices
1. Offshore workers are people, not superheroes
One common misconception is expecting offshore workers to possess an extensive range of skills and capabilities. However, it is essential to recognize that they are individuals with specialized skills. Hiring individuals based on their core skills and teaching them additional skills that complement their strengths is a more effective approach. For example, if hiring a video editor, providing training in marketing skills related to video editing can enhance their value to the team.
2. Emphasize the importance of documentation and training
To bridge the communication gap and ensure clarity in tasks, thorough documentation is crucial. Instead of relying solely on verbal instructions, it is recommended to record tutorials using tools like Loom and store them in a centralized location. Marlon prefers using Google Sites for this purpose, making it easy for team members to access the necessary resources and refer to them whenever required. Detailed documentation not only minimizes confusion but also serves as a valuable resource for future reference.
3. Building trust through regular communication
Offshore teams thrive on trust, which can be achieved through regular video meetings and open communication channels. Marlon highlights the importance of engaging with your team daily and having face-to-face interactions via video calls. This helps build personal connections, fosters trust, and creates a strong sense of teamwork. Regular communication also helps eliminate doubts and concerns about the productivity and dedication of team members.
4. Be an invested team member, not just a task master
One of the pitfalls Marlon encountered was being solely focused on task delegation and efficiency. The key is to invest time in getting to know your offshore team members on a personal level, taking an interest in their lives beyond work. This builds a sense of camaraderie and strengthens the bond within the team. Marlon emphasizes that the goal is to create long-term engagements and become an integral part of each other’s lives, leading to a more rewarding and fulfilling work experience.
Conclusion
Managing an offshore team can be highly rewarding and beneficial for both the employer and the employees. By implementing the strategies discussed in this article, such as recognizing their core skills, providing thorough documentation and training, fostering consistent communication, and developing personal connections, success is within reach. With dedication and a focus on teamwork, businesses can reap the benefits of a reliable and efficient offshore team.
If you are considering hiring an offshore team and need advice or guidance, Marlon Marescia offers personalized scale sessions to help you navigate the process and provide valuable insights specific to your situation. Fill out the application form accompanying this article to schedule a 15-minute chat and receive expert advice on managing your offshore team effectively.