Bridging Offshoring’s Biggest Chasm: Culture
Bridging Offshoring’s Biggest Chasm: Culture – Workforce decentralisation is probably the most revolutionary transformation in business during the 21st century. Thanks to the Internet, global teams became possible. However, there is something “magical” about [company] culture that is hardly connected by simply going online. Let us talk about culture in the sense that every nation has different ethics regarding work and company culture, which is supposedly shared by an entity regardless of its location. As a business leader, that irony is also why it is difficult to connect company culture when you have teams offshore. You can surely do a company-wide culture training, but your teams from different parts of the world may not see their work the same way as you do. To be fair, it is not solely the founders’ fault as to why their brand doesn’t resonate that much anymore as they scale their companies. However, key opinion leaders (KOL) are responsible for how expanding abroad has to be executed.
Most of the companies from the West often partner with outsourcing firms because it has been the norm in the past few decades. Sadly, if it saves them a little bit of operational cost they will easily settle. And it may take years until they realise that their products and/or services aren’t of the same quality anymore. One is because of contracts that would bind them to partner with business process outsourcing companies (BPO) for some time and the second is the lack of transparency by their partners. Most companies who outsource don’t even meet their team members abroad. Because they can’t. This is the main culprit that creates a noticeable culture gap between them and their employees offshore. When this happens the quality of their service deteriorates long term which causes a stained brand identity. It is not the physical distance that causes this. It’s the offshoring partner’s integrity.
Fortunately, not all companies that specialise in offshoring are just prioritising profit. The new and effective model offers full accountability and involvement of decision makers in-house and the offshoring partner. From searching for candidates whose character fits down to hiring and retaining employees. But doesn’t that add a workload to their teams onshore? Well, it’s optional. They can have full control of their teams offshore but if they want to free up time and responsibilities, they can still get people who will oversee their operations in remote locations. They are their employees in the first place. Unlike how BPOs have been doing it for years, anyone they hire in a different country will still be directly contactable by their head office.
Most companies from Australia, the USA, and Canada that have outsourced before who come to us for solutions have experienced the same. They pay for teams that don’t even share the same values that they have been carrying for years. That’s why we have developed a model that we have personally looked out for. Since then, we never looked back and helped hundreds of companies who had the same issues, especially in culture. If you would like to learn more about how we do it, you can book a call with our experts for free on this link or keep in touch with our team through this page.