The Value of Building Strong Relationships With Offshore Talent
When it comes to outsourcing to offshore talent, we’re all familiar with the appealing cost savings and flexibility benefits it can bring to the table. However, there’s much more to the story than meets the eye.
To truly succeed in these partnerships, you must find ways to effectively collaborate across cultures, which requires a deliberate effort to build mutual understanding.
Investing your time and effort in building strong relationships with your offshore team pays off through increased productivity and innovation.
In this article, we’ll dive deeper into the world of cross-cultural collaboration when managing remote offshore talent. We’ll break down practical tips and strategies to help you connect, understand, and thrive in these international partnerships.
Common Cultural Differences with Offshore Talent
One of the unique aspects of offshore talent is the diversity it brings to your organization. When you work with offshore teams, you’re not just accessing skills; you’re tapping into a wealth of cultural diversity.
Imagine having problem solvers from around the world with varied perspectives and experiences at your disposal. This is where the magic happens, where creativity thrives, and where innovation finds its roots.
Nonetheless, communication styles and attitudes toward hierarchy/authority can vary greatly between countries. Norms regarding directness, confrontation, and the giving of feedback often differ. Expectations for relationship-building and small talk may be either formal or informal. Approaches to planning, punctuality, and managing change can vary along a spectrum, etc.
Each culture has distinct preferences and styles. Proactively addressing gaps in expectations is key.
Best Practices for Managing Offshore Talent Teams
Proactively invest in cultural training for both onshore and offshore staff. Frequently communicate context for priorities, decisions, and feedback. Encourage open dialogue and idea exchange across all levels. Conduct team-building activities focused on cross-cultural bonding like virtual cooking. Celebrate wins and progress to promote an inclusive team culture.
Set Clear Guidelines Upfront
Co-develop operating norms addressing key differences like communication cadence, response times, meeting etiquette, etc. Clarify decision rights and processes to prevent confusion down the line. Document guidelines for standard operating procedures and project management. Train all team members on guidelines to set consistent expectations. Revisit and update guidelines as your collaboration matures.
For example, one of our clients decided to establish a shared document outlining team communication norms and key business processes before onboarding their offshore developer from Colombia to align expectations.
Invest in Relationship Building with your Offshore Talent
Schedule video calls focused solely on personal connections vs. business. Share insights on family traditions, pop culture, humor, and daily life to increase familiarity. Learn phrases from your team’s native language to surprise them. Ask thoughtful questions to understand motivations and perspectives better. Share stories that provide windows into your personal values and character.
For example, sharing a funny meme tailored to your Colombian partner’s sense of humor or bringing up the latest Marvel movie helps break the ice and makes conversation more relatable.
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Managing Communication with your Offshore Talent
Set norms for response times to prevent false assumptions. Clarify preferences for communication medium (chat vs. email vs. call). Ask clarifying questions instead of making assumptions. Confirm understandings by summarizing key decisions and action items. Proactively share context to avoid confusion about priorities.
Mitigate Language Barriers
Speak clearly at a moderate pace and limit jargon/slang in conversations. Add visuals and documentation to reinforce spoken ideas. Ask for feedback on your communication style and pace. Actively listen without interruption to fully understand perspectives. Encourage questions to identify gaps for further clarification.
Decode Cultural Communication Nuances with Offshore Talent
Consider high vs. low context dynamics and adjust accordingly. In high context cultures like China, less is said explicitly so reading between the lines is key to grasp the full meaning. Low context cultures like Germany value directness.
Unpack meanings of silence and nonverbal signals unique to culture. In some Latin cultures, silence conveys disagreement or discomfort.
Clarify whether passionate debate signals engaged discussion or interpersonal tensions, which varies across regions. Diagnose indirect cues suggesting disagreement or discomfort. Observe meeting dynamics to identify influence patterns based on hierarchy.
Providing Effective Feedback to your Offshore Talent
Ask clarifying questions to fully understand circumstances before assessing. Reference agreed upon guidelines to reinforce objective standards. Share positive feedback frequently to encourage good morale. Couch constructive feedback positively by expressing confidence in abilities. Set clear next steps for improvement while offering your support.
Adjusting for Cultural Preferences
Consider whether private or public feedback aligns with cultural norms. Some Asian cultures discourage openly criticizing colleagues, so indirect approaches are preferred. Gauge readiness for direct criticism vs. subtle suggestions for improvement. Assess the appropriate level of formality for the feedback exchange. Pre-empt defensive reactions by calling out cultural differences proactively. Emphasize two-way dialogue vs. directives to increase engagement.
Focusing on Clear Next Steps
Co-develop improvement objectives and training plans. Provide templates and checklists to guide individual development. Offer to mentor and provide hands-on guidance toward goals. Praise small wins to build confidence during skill acquisition. Measure progress quantitatively to reinforce growth.
Committing to Shared Success
In conclusion, effective cross-cultural collaboration with remote offshore talent is essential for business success. Building strong partnerships by addressing cultural differences pays off through increased productivity and innovation.
To achieve this, be open to invest in cultural training, set clear guidelines, and prioritize relationship building. Managing communication, mitigating language barriers, and providing effective feedback are also key components.
In general, embracing cultural diversity creates a collaborative and inclusive environment that maximizes the potential of offshore teams, leading to stronger relationships and greater success in a globalized business landscape.
