Author: admin

But we need processes first – is one of the most common misconceptions we hear as we support the internal growth of businesses. Of course, we completely agree that the development of sound processes is one of the biggest keys to success – so why do we call it a misconception?

It’s not the process that’s the misconception, it’s the timing. We consistently have business owners waiting to pull the trigger, until they get time to write the process. They hesitate on growing their team simply because they haven’t finished that 3 page document… it doesn’t sound quite right does it? However, it’s likely you too have been doing this exact thing, saying – ‘I’ll start my offshore team once I’ve finalised the process.’

Here’s an alternative – why not get THEM to write the process? Hear us out here. Let’s consider you’re bringing on a new offshore Accountant and they have a very specific role with very specific requirements. You spend the first day coaching, training and teaching them via video call. The second day you set your first task – write the process for the task you just taught. By the third day you have a process in your inbox ready for you to tweak and approve.

So, what have we done here?

– Removed that process off your to do list

– Given your new offshore employee the opportunity to recap and write what they’ve learnt

– Given the new offshore employee feedback to ensure they completely understand the task

– Finalised and approved a new process (in less than 3 days)

– Most importantly, given your new employee the confidence that they understand the task and can easily proceed from here.

 

So, the answer should no longer be ‘but we need processes first’, but rather, ‘how can we utilise a team to write a process whilst learning a new skill’.

Of course, we’re just around the corner if you need any support on your offshore employee onboarding and setup.

 

A daily huddle is a short meeting – 15 minutes or less – to align the team and set the days tone. While daily huddles have been a long-standing leadership practice, mainly companies still run ineffective and unproductive meetings. Often the meetings hold no structure and end up being a sounding board for staff members to discuss their weekend plans.

How do you turn this huddle into the most productive 15 minutes in your day?

 

1. Make huddles a non-negotiable

Huddles should become a consistent routine. The best way to create a habit is to do the same thing at the same time each day – and this is no different.

Set your daily huddle time and stick to it.

 

2. Have an agenda

No meeting is productive or effective without a set our agenda or purpose and this is no different. Our favourite agenda is:

– What did you achieve since we last spoke?

– What are you going to achieve before we speak again?

– What is getting in your way?

 

3. Set the ground rules

In order to be truly effective, you must have ground rules that you all abide by. Here are our suggested ground rules:

– 15 minutes, no longer

– Every team member participates

– Starts on time

– The meeting leader comes prepared and ready to lead

 

4. Simplify with technology

Technology is a wonderful thing that should be utilised. Use a software tool to capture the events of the huddle and follow up on any required tasks.

Remember the purpose of the daily huddle is to develop a well-informed, coordinated, efficient and unified team that can provide excellent value to your clients. By focusing your team in the right direction you’ll boost your success in a matter of weeks!

 

When you’ve started and grown a business surrounded by employees sitting in your office building – it’s often difficult to comprehend an offshore team. They don’t sit in the same office; you may not get the opportunity to meet them in person and you certainly won’t get the opportunity to take their family for a meal. So, with these differences, how can you successfully integrate your newest offshore team member.

Today, managing an online world has become the norm, and your latest team member is no different. So, what can you do to support them and the rest of your team:

 

1. Have a local contact

Introduce your new offshore team member to one of your Australian employees. This person should be their main point of contact for any queries they may have. This ‘buddy’ system is a well-known HR approach for staff both locally and remotely.

 

2. Have them attend team meetings

Offshore team members are often forgotten, simply because you can’t see them daily. This can deeply affect team morale and their loyalty.

Ensure they attend your team meetings and are given the opportunity to contribute. While their culture may be somewhat different to Australia, their attendance keeps them part of the team.

We highly recommend daily huddles with your entire team. Read our blog on ‘How to run an effective Daily Huddle’

 

3. Daily communication

Communication daily is key to the success of your offshore employee. This ensures you can easily allocate tasks, understand priorities and address any issues they may have

 

4. Treat them as you would everyone else

Having employees globally doesn’t change the simple fact, they’re employees. They are part of your team that you are growing and inspiring to build a great business.

 

If you need support with your current offshore team, or you want to take the leap with an offshore team, get in touch today.