Home » Blog » How do you incorporate staff augmentation into your workforce planning?
When adapting your workforce with offshore staff augmentation, quite a few things can go wrong.
Your existing team may feel their jobs are under threat, and they become disengaged, or you put offshore staff into the wrong roles and unhelpfully disrupt your delivery to customers.
If done right, there are upsides of staying competitive and agile up for grabs, even in a tight labour market and difficult trading conditions.
In this article, I will outline a few considerations when you are at a planning stage that will help you get it right first time.
Identify Your Needs
The first step is identifying your organisation’s specific needs and which functions or tasks could benefit from offshore support. Consider the following questions:
- What skills currently need to improve in your in-house team?
- Are there repetitive, time-consuming tasks that could be outsourced to reduce the workload on your core team?
- Do you have short-term or long-term projects that require specialised expertise?
- Are there peak periods when additional staff are needed to meet demand?
- Which activities contribute to differentiating you in the marketplace, and which need to be done well and reliably?
Set Clear Objectives
Having ordered your thinking around needs setting clear objectives and goals is crucial. Define the outcomes you expect and the performance indicators that will measure success. This clarity will help in selecting the right offshore partners and managing expectations.
Choose the Right Offshore Partner
Look for established service providers with a track record of success in your industry. Conduct due diligence, seek referrals, and consider cultural alignment, language proficiency, and time zone compatibility. A strong partnership is built on trust, communication, and a shared commitment to your organisation’s success.
Design a Seamless Integration Plan
Develop an integration plan to ensure the offshore team integrates seamlessly into your organisation. Clearly define roles, responsibilities, and reporting structures. Invest in technology and communication tools that facilitate real-time collaboration. Regular video meetings, chat applications, and project management software are essential for successful coordination. Your offshore partner can help you here. For example, we have a baseline integration plan we adapt with clients in Valenta.
Communication is Key
Effective communication is the cornerstone of any successful offshore staff augmentation strategy. Establish regular check-ins, status updates, and feedback mechanisms. Encourage open dialogue and create a culture of collaboration that bridges geographical and cultural gaps. Cultural sensitivity and respect are essential for fostering a productive working relationship. Communication will be the critical component of your integration plan.
Monitor and Evaluate
Continuous monitoring and evaluation are essential to gauge the success of your offshore staff augmentation strategy. Regularly review KPIs and metrics you established, and be open to making adjustments based on the data. Gathering feedback from both in-house and offshore teams can provide valuable insights for improvement.
Conclusion
Incorporating offshore staff augmentation into your workforce planning and organisational design can be a game-changer for your business. It offers cost savings, access to global talent, scalability, and the ability to focus on core competencies. Following the steps outlined in this article can drive your organisation’s growth and efficiency to new heights.
As the world becomes increasingly interconnected, offshore staff augmentation is a strategic choice to keep your organisation competitive in today’s dynamic business environment.
If you are ready to start talking about developing your offshore team, please send me a direct message.
Author:
Consulting
