So, you’re considering outsourcing. You know the potential—cost savings, scalability, and access to a global talent pool. But now comes the real challenge: how do you effectively manage these remote workers and ensure they become fully integrated, productive members of your team? Here are some things I’ve learned, maybe they can help.
1. Clear Communication and Expectation Setting
Set Clear Expectations Early On. Define how and when meetings will occur to accommodate everyone’s time zones. A weekly huddle will get everyone aligned in just 15 minutes. Decide on the best communication channels for various scenarios—email for sharing several documents, Slack or WhatsApp for quick chats and assignments, and a project management tool for tracking progress (you decide which ones work best for you).
2. Knowledge Sharing and Integration
Develop a comprehensive knowledge transfer plan, ensuring that all team members—remote or in-house—are on the same page. Don’t be afraid to use another team member to help the new hire get access to programs, necessary information for the project, and specific training for their assigned tasks.
Facilitate Cultural Training. Cultural fit is key to integration. When your remote team is sourced from a different part of the world, expectations may not be a given and new hires can disappoint or frustrate without even knowing why. Training the new hire on expectations of communication style (direct vs. indirect, formal and casual settings), approach to hierarchy and lines of authority, punctuality and turn-around time on deliverables, and business etiquette reduces the time it takes for everyone to work seamlessly together.
Additionally, every company is a world unto itself. Aligning your remote team with your company culture and core values forms the foundation for continuous improvement and operational excellence. As the Shingo model teaches, for any system or methodology to succeed it must be supported by a strong culture that encourages and reinforces these practices.
4. Performance Monitoring and Quality Assurance
Set up regular performance monitoring and quality assurance processes, complete with KPIs and metrics to evaluate your remote team’s work. This way, you can provide timely feedback and keep everyone accountable. Put your executive/admin assistant in charge of following up on everyone’s KPI’s.
5. Integration into the Team
A remote worker should feel like they’re part of the team, not just a contractor on the sidelines. Through strategic planning and regular communication, remote workers will transition into full-fledged members of your team.
Build workflows that ensure employees know what is expected of them and who to talk to when they need guidance. This should very rarely be you! Clearly define lines of communication to minimize your workload and to help teams work together.
Get Started with ZConnect
If you’re thinking, “Outsourcing sounds great, but I don’t know where to start,” or “This sounds like a lot of work,”—you’re not alone. Don’t let uncertainty or overload hold you back from the immense benefits of outsourcing. Our team at ZConnect loves this stuff! With ZConnect by your side, you’ll have the tools, support, and expertise you need to make remote work not just possible, but outstanding.
We’re not just about providing top-notch talent; we’re here to coach you through the entire process. Why? Because when you succeed, so do we—and that’s the kind of partnership we’re committed to.
Ready to take the next step? Schedule an appointment or give us a call now and let’s make your remote team thrive.
Call now (801) 697 1911
