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Ways to Effectively Manage Outsourced Employees

by: Sarah Joson

Wednesday, September 18, 2013 |

Matt Cooper, Vice-president of international and enterprise at Odesk, was recently spotted at the Startup Spring Festival in Sydney called "Everything you Thought you Knew About Hiring but don’t". The event was coordinated by StartUpAUS. StartupSmart, one of the leading start-up business consultancy firms, interviewed Cooper and excerpts were posted and discussed at StartupSmart.com.au.

According to Cooper, managing a team locally or internally is very different from managing a team offshore. He explained that supervisors need to improve their communication skills and they would have to collaborate with their team even more.

With the mounting competition worldwide, finding the right person for the job has become a testing task. Cooper cited the projection of PwC and Google that in 20 years, Australia will have 5600 tech start-ups which will definitely lead to talent shortage.

Ways to improve relationships with outsourced employees

Cooper shared four ways that can help improve operations and relationships offshore:

1) Be smart when sourcing candidates.
When hiring, managers should look beyond the job title and focus on the people. Sometimes, they are fixated on getting the job done quickly without looking at other options. For instance, you are having a hard time hiring the right professional at the right price, so you quickly jump on the slightly less expensive option that comes along.  What you can do is hire amateurs who have the core skills that your company needs and build it as your project progresses.

2) Consider multi-sourcing.

Cooper noted that depending on the needs of your business, having multiple outsourcing service providers can be beneficial as it can address specific needs of certain processes. Also, it can make the schedules and rotation of workers easier.

3) Properly disseminate information to your core staff.

Always keep your core staff in the loop. This helps in creating a seamless process within your organization. Also, if your employees know that you are looking for new/additional employees for a certain position, they might know someone who is right for the job - therefore making your job easier.

4) Know the hiring trends in your industry.
With the very vague outlook of economies worldwide, no one can ever be sure about their employees and no business is safe from experiencing a high attrition rate. A good way to prevent major setbacks caused by employees leaving your company and having vacant positions that could disrupt business operations is to keep your talent pool full always and properly store the contact details of exceptional professionals you’ve met along the way. They can be very useful in the future.

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