3 Ways to Ensure Your Outsourced Team Feels Just as Valued as Your In-House Team
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As your company grows, you will need to make decisions about how to build different types of teams around world. There are many options available to you, including opening new offices, hiring remote teams and bringing in agencies.
Given the current economic climate, outsourcing teams might seem like the most appealing option. Many people think it saves money and time and allows managers to offload the hiring, onboarding and managing processes to a third party. This strategy can provide a number of benefits, particularly for customer success which may require 24-hour availability. However, this strategic decision can be costly in the long-term. It takes a lot of work and investment. Plus, outsourced teams are not as different from your in-house team as you might think. Here are a few tips on how to successfully manage outsourced teams in a way that truly pays off in the long run:
Related: What Not to Do When Outsourcing
1. Keep them engaged
Just because your outsourced teams are out of sight doesn’t mean that they can be out of mind. Similar to your in-house team, disengaged employees will have a higher turnover rate, which will require you to spend even more time and effort on hiring and building strong teams.
For this reason, the in-house manager still needs to oversee the hiring, onboarding and management process to make sure the outsourced teams share similar culture and values. Here are a few ways to keep your outsourced teams engaged:
Hiring: It might be tempting to fully pass off hiring responsibilities since you won’t have to do the heavy lifting. It’s important to keep your employees involved in hiring and training them so they understand your company culture.
Setting structures: Put the right structures into place that will support training and engagement. This means implementing training and knowledge programs that mirror your in-house programs and could even include sending over your in-house educator to implement their high-quality, engaging learning plan.
Planning events: Run employee engagement activities similar to the ones you run for your in-house teams. To make outsourced teams feel part of the company, deck the events in company branding.
Creating a flight plan: Create a flight plan to strengthen relationships and create a unified team. Invite your outsourced and in-house teams to visit each other’s offices.
Survey: Distribute surveys about employee satisfaction so you can continually improve the ways you engage with the outsourced teams and make them feel valued.
2. Help them grow
Again, similar to your in-house team, without room for growth, your outsourced teams will lose motivation quickly, which will create high turnover and low retention. You must treat your best talent as such to attract and retain them.
Consider creating a growth path in which exceptional work results in opportunities for upward mobility, expanding skill sets or deepening industry knowledge. Although it may seem more expensive upfront, it will be cheaper to retain your talent than hiring and training new people.
Provide high visibility into your organization’s progress, plans, and work. This will allow them to understand their contribution to the achievement of short- and long-term objectives. Compounding on that, celebrate milestones and achievements for the teams and the organization on-site. These achievements should be celebrated in larger forums so that everyone, no matter how far away, gets the recognition they deserve.
3. Set high standards
The final piece of the puzzle is setting the right KPIs for your outsourced teams. Outsourced teams can sometimes be seen as a compromise: a cheaper solution that produces poor results.
Outsourced teams should have the same KPIs as your in-house team. Your organization’s efficiency will be affected if you lower your KPIs for your outsourced teams. Outsourced teams can be just as talented and professional as your in-house team, but they are located in another part of the country.
Outsourcing has many benefits and can seem attractive as a way to scale. Don’t lose sight on your goal: to build a team that produces high-quality work for the organization. Invest time and resources to support every team member, and the value will be undeniable for everyone.
Frederick has been an active trader for over since 1991. After successfully navigating the market for so long, he’s finally bringing his wisdom to the masses.