Strategies for your digital agency to easily work in offshore partnership and increase productivity

So, you’ve thought about getting into offshore partnership to expand your digital agency’s capabilities.  

Smart move! But let’s be honest—there’s a tiny voice in your head asking, 

• Can I really rely on a team thousands of miles away?
• Can we communicate effectively enough to hit our project targets? 
• Will their productivity sync with our deadlines and quality expectations?

You’re not alone. The idea often comes with a fair share of eyebrow raises and skepticism.

Here’s the scoop though: when done right, collaborating with offshore teams doesn’t just work; it can supercharge your agency’s productivity and creativity. 

We’re going to tackle these big questions head-on. From smashing communication barriers to ensuring consistent productivity, this post dives into offshore team productivity strategies and transforming offshore collaboration from a shaky bet to strategic triumph for your agency. 

Why are some offshore teams more productive?

Productivity in offshore teams doesn’t just hinge on technical skills or the number of hours logged; it thrives on how engaged and motivated team members are within their unique environments. So, what sets the more productive teams apart from the rest?

Let’s see…

🠚 When offshore team members are entrusted with significant responsibilities, it fosters a sense of ownership. This accountability encourages them to be deeply invested in their work, driving them to deliver exceptional results, ensuring productivity with offshore development teams.

🠚 Offshore teams often benefit from flexible working hours, allowing members to work during their peak productivity times. This adaptability helps optimize output and enhances job satisfaction, ultimately increasing productivity in offshore teams. 

🠚 Access to advanced tools and platforms enables offshore teams to manage tasks efficiently and stay connected, making daily workflows smoother and more enjoyable.

🠚 Many offshore firms prioritize continuous learning and skill enhancement to keep their teams competitive. This investment in professional growth boosts morale and productivity.

🠚 Regular feedback and acknowledgment from global stakeholders provide offshore team members with a sense of accomplishment and validation, spurring continued effort and productivity.

Do offshore teams always stay productive?

Not really! It’s unrealistic to expect offshore teams to maintain peak productivity without fluctuations. The productivity of these teams can vary due to a myriad of factors that need diligent management. 

• When offshore teams are treated differently from the main team, it diminishes cooperation and can affect morale and productivity.
• Without clear roles, offshore and in-house teams might do the same work, causing conflicts.
• Differences in how often and how teams communicate can lead to confusion and project delays.
• Without proper onboarding, offshore teams may struggle to fit in with the company’s ways of working.

Overcoming challenges with offshore team management is crucial for digital agencies to adapt and manage these factors effectively to ensure that offshore teams continue to perform well throughout the year.

How can you ensure your offshore development teams remain productive?

1- Equity between inhouse and offshore teams

The tendency to view offshore teams merely as ‘support’ limits their effectiveness and can lead to lower morale and productivity. It’s essential to treat your offshore team with the same respect and integration as your inhouse team. This includes not only providing equal access to resources and opportunities but also fully incorporating them into the fabric of your company culture through effective offshore team integration.

How to fix it:

• Conduct regular audits of your treatment and policies towards offshore teams to identify and rectify any discrepancies.
• Implement a buddy system pairing inhouse and offshore team members to promote direct interaction and mutual learning.
• Schedule regular check-ins specifically designed to solicit feedback from offshore teams about their work environment and any support they need.

By fostering a culture of equity and inclusion, you not only enhance the cohesion between your onshore and offshore teams but also maximize the overall potential and productivity of your global workforce.

2- Aligning offshore teams with company vision

Ensuring that every team member, regardless of their location, grasps the broader company goals is vital. When all employees understand how their efforts contribute to the company’s objectives, it aligns their work and enhances overall productivity. Misunderstandings about the company’s direction can lead to misaligned efforts and inefficiency.

How to fix it: 

Regularly share company updates, future plans, and industry insights that clarify the team’s role in the larger context. Organize quarterly town hall meetings and create interactive sessions where team members can engage with leadership and ask questions. This open dialogue not only informs but also empowers your teams, making them feel valued and part of the company’s success journey.

By maintaining this level of clarity and engagement, offshore teams can operate more effectively and contribute more significantly to the company’s objectives, driving success from every corner of the globe.

3- Streamlined communication & timely updates

Effective communication with offshore teams is essential for keeping them integrated and responsive. Regular updates and strategic use of overlapping work hours ensure all team members are aligned and can quickly adapt to changes. This reduces the risk of misunderstandings and delays in your projects.

How to fix it: 

• Implement daily stand-ups or weekly summaries tailored to project needs.
• Make full use of overlapping hours for collaborative tasks, decision-making, and brainstorming sessions to enhance real-time communication and team cohesion.
• Ensure platforms like Slack or Microsoft Teams are used consistently and effectively across all team members for updates and quick communication.

By implementing these strategies, you can foster a more responsive and productive offshore team environment.

4- Don’t micromanage 

While it’s important to stay informed, too much control can stifle creativity and initiative among offshore team members. Micromanagement can signal a lack of trust, which undermines team morale and limits the team’s potential for innovative solutions. Reflect on whether your management style may be too intrusive. 

How to ensure you are not micromanaging:

• Do you find yourself requesting updates more often than necessary?
• Are team members allowed the freedom to solve problems without immediate intervention?
• How do you react when team members make decisions independently?

You have your answer… If you think you might be micromanaging, consider this: Instead of trying to control every detail, appoint a senior developer as team lead or hire a project manager who understands offshore team management best practices. This allows your team to leverage their expertise without undue interference, fostering a more productive and innovative environment through offshore team management best practices.

5- Continuous training & downloads 

The technology and business landscapes are constantly evolving, and keeping your team updated with the latest tools, technologies, and best practices is essential. Continuous learning opportunities also demonstrate investment in your team’s growth, boosting their engagement and loyalty.

Questions to evaluate your current approach:

• Are the training modules we offer up-to-date and in line with industry standards?
• Does our training cover both the technical skills needed for daily tasks and the soft skills that facilitate better teamwork and leadership?
• Are we providing personalized learning paths that address the unique needs and career goals of our offshore team members?

Solution: Develop a structured training program that includes technical skills, soft skills, and industry knowledge. Encourage team members to pursue certifications and provide access to online learning platforms.

By integrating these practices into your management approach, you not only enhance the productivity of your offshore teams but also build a more cohesive, motivated, and skilled workforce capable of driving your company’s success on a global scale.

The crucial role of a reliable offshore partner

Despite the best strategies and intentions, the success of managing offshore teams hinges significantly on the reliability and competence of the offshore partner. Without a trustworthy and capable partner, even the most well-planned initiatives can falter, leading to wasted efforts and resources.

Why a reliable offshore partner matters:

• Alignment with Goals: A reliable partner understands your business objectives and actively works to align their services with your goals, ensuring that every effort contributes to your overall success.
• Quality Assurance: Consistent quality and adherence to standards are crucial. A dependable offshore partner maintains high performance and delivers results that meet or exceed your expectations.
• Effective Communication: They facilitate smooth and transparent communication, bridging any cultural or time zone differences, which is essential for effective collaboration.

What to Look for in an Offshore Partner:

• Seek teams with extensive experience (5+ years) and solid evidence of past successes.
• Choose partners capable of adjusting their resources to match the scale of your projects.
• Opt for partners who offer clear billing practices tied to timesheet approvals.
• Look for partners that guarantee a quick and cost-effective onboarding process.
• Ensure they can adjust work schedules to synchronize effectively with your team.
• Favor partners who provide flexible contract terms without stringent minimum commitments.

Not sure where to get such offshore partnership? 

At TogetherWeShip, we embody these ideals. Our proven methodologies have supported over 200 agencies, refining our approaches through direct experience with more than 100 clients—making our methods both tried and true.

• Start within 24 hours

• Senior resources with 5+ years of experience

• No invoices without timesheet approval

• No minimum contract term

• Weekly meetings with project managers

• Timezone flexibility

• Easy & zero cost onboarding

• Bi-weekly delivery of progress reports