Outsourcing and Offshoring to the Philippines

 

Offshoring experts:  DiversifyISS are experts in assisting businesses establish their own offshore teams (also commonly referred to as outsourced staff, offshore outsourced staff, remote staff or BPO) in the Philippines. Learn More >

Benefits to business: The benefits of offshoring are many and include promoting growth without incurring massive overheads, operating 24/7/365 as well as achieving  increased value for your staffing dollar spend. Learn More >

Industry specialisation: DiversifyISS specialises in assisting businesses in the professional services and retail sectors with offshore staffing implementation, including strategy and planning.

Why the Philippines?: With 94% English literacy, 400,000 graduates each year and an average age of just 22 the reasons for choosing the Philippines as your offshoring destination are many. Learn More >

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Offshore staff – Empowering your employees to innovate

Thursday, Jun 25.

A happy, engaged and empowered employee is a critical element to any effective workforce.  Fostering an atmosphere that promotes an engaged employee stems from your ability to achieve organisational buy- in, that is, they believe in what the organisation is trying to achieve and are pro-actively contributing to successful delivery of your organisation’s end goals.

Jun25

Offshore staff – Empowering your employees to innovate

Thursday, Jun 25.

A happy, engaged and empowered employee is a critical element to any effective workforce.  Fostering an atmosphere that promotes an engaged employee stems from your ability to achieve organisational buy- in, that is, they believe in what the organisation is trying to achieve and are pro-actively contributing to successful delivery of your organisation’s end goals.

I have always been a believer that if someone feels empowered within a workplace that they are more likely to drive innovation, promote collaboration and ultimately act as a brand advocate for their employer and their services.  As an employee you cannot beat the feeling of looking forward to heading into work and working on important projects that actually add value to the business and that assist in professional development.

There are a number of key elements that will cumulatively drive employee empowerment if addressed, and this blog will focus on one of these elements – task saturation.  Task saturation comes from not having enough time, tools and resources to get your mission accomplished (EHS Today, 2005)[1].  

Most modern working environments can fall in to one of two categories, those who have reduced headcount due to cost pressures and those who have experienced strong growth but haven’t increased staff numbers to deal with growth. Ultimately, both of the environments will result in employees taking on more tasks than they can effectively deal with. 

Eloquently put by Situational Awareness Matterssaturation results when the brain takes in the maximum amount of stimulation it can handle – it is working at full capacity – yet more and more information is coming in. When the brain gets completely saturated with task demands, it simply cannot process any more information’.

Overloading the brain impacts an employee’s situational awareness

Studies have demonstrated that the human brain is not very effective at remembering large volumes of information. At the saturation point the brain opts to utilise outside of conscious awareness to keep some information and shed others, as well as severely limiting the individual’s ability to think creatively.

Task saturation has a direct impact on an individual’s situational awareness, impacting their decision making ability, frame of mind and actual understanding of the work being delivered.

How does this impact my business?

Simply put, your employees become too busy to think innovatively. They feel constantly under pressure to deliver on a large range of tasks without truly understanding them. The feeling of constantly being swimming against the tide results in a disconnected, stressed employee who is not empowered and less likely to look forward to coming into the office. The negative effects of this are further amplified if it is a high value staff member who is unable to invest time in high level strategically focused work. The costs will be felt at a cultural, strategic and financial level for a business.

How will offshoring help me deal with task saturation?

By definition, offshoring allows employers in high cost jurisdictions to extend and grow their workforce by developing a workforce in a low cost jurisdiction whilst maintaining managerial control.

Relating this back to mitigating the risk of task saturation, a business is able to grow their workforce in a cost effective and scalable fashion without the usual fixed costs associated with developing their local workforce. Simply put, a business can identify particular low skill and high volume tasks being undertaken by a local high value asset, develop and implement a targeted offshore workforce and reduce the volume of tasks undertaken by their local workforce.

The obvious benefits of an offshore workforce, in addition to associated cost savings and developing and adding capacity, is that your high value staff can actually invest more time in high value work. Instead of feeling the negative effects of task saturation your employee will feel empowered to innovate, develop professionally and act as a brand advocate for your business.

 

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Use of technology when offshoring and outsourcing

Wednesday, May 20.

Technology is the backbone of any outsourcing or offshoring activities and with that in mind it is useful to consider the technology related tools that are available for use when outsourcing/offshoring.

High speed internet/direct links

The speed and quality of your connection is the most important consideration when considering offshoring or outsourcing.  Sometimes when an internet connection alone won’t provide the security or speed you are after a direct link may be the solution.

May20

Use of technology when offshoring and outsourcing

Wednesday, May 20.

Technology is the backbone of any outsourcing or offshoring activities and with that in mind it is useful to consider the technology related tools that are available for use when outsourcing/offshoring.

High speed internet/direct links

The speed and quality of your connection is the most important consideration when considering offshoring or outsourcing.  Sometimes when an internet connection alone won’t provide the security or speed you are after a direct link may be the solution.

Cloud computing

One of the biggest attractions on offer is cloud computing.  When done well this can considerably speed up your offshore computer network working far faster and more efficiently than a remote access solution. 

Digital Data

The move towards paperless or at least “less paper” offices means that more and more information is available to us electronically which in turn means we can usually access it from any place at any time. There is no doubt that cloud computing and digital data are two of the big enablers for distributed workforces.

Video conferencing

There is a range of video conferencing software solutions available ranging from the basic and free (skype/vsee) to commercial integrated solutions.  These have opened the way to communicate and collaborate with staff any-where at any time (subject of course to having a reliable internet connection).

Employee monitoring software

There are a range of software programs that allow you to remotely monitor the websites your staff visit, take random shots of their computer screen and otherwise oversee productivity.

Internet cameras

Cameras can help greatly both with communication and also general supervision.  Ceiling mounted cameras have become common in many offshoring facilities as they assist greatly with staff supervision.  Some clients even replicate this set up locally so that their offshore staff feel more connected to their local workforce.

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The importance of training when offshoring/outsourcing

Thursday, Apr 30.

Many companies and organisations have waxed eloquently on the value of training and how it contributes to success for both the employees and the organisations/companies themselves. The recent changes in the way the world works - expanding economies, borders becoming more porous, collaboration between cultures - corroborates this assertion. It is undeniable that most companies acknowledge  that time invested in the development of employees is critical and have one or another form of training in place.

Apr30

The importance of training when offshoring/outsourcing

Thursday, Apr 30.

Many companies and organisations have waxed eloquently on the value of training and how it contributes to success for both the employees and the organisations/companies themselves. The recent changes in the way the world works - expanding economies, borders becoming more porous, collaboration between cultures - corroborates this assertion. It is undeniable that most companies acknowledge  that time invested in the development of employees is critical and have one or another form of training in place.

There is also a consensus as to what results are to be expected when a premium is placed on training and development. Improved performance, increased productivity and a higher employee satisfaction achieved are some of these results. Having established these, there are other benefits observed from being immersed in an environment of disseminating knowledge and information for the last decade.

It is significant to note the distinction between just having training in place versus the provision of training that has resounding impact felt by the individual and the organisation. Below are some benefits resulting from observing the proper utilisation of training and development:

Training helps nurture initiative and loyalty

The availability of training opportunities translate the value the organisation places on the development of its employees. Training truly becomes a tool for seeing employees as valuable to the company if these opportunities and programs are malleable enough to suit the employee’s perceived and actual needs. Customisable training encourages initiative it its employees, helping them to assess their strong and weak competencies. The investment in tailored personal development aids in the discovery of the individual and their ties to the organisation.

Knowledge builds confidence

Human beings by nature require acceptance and affirmation. Weakness or a lack of proficiency at work is perceived as a trigger to be ostracised or singled out. This leads to a waning belief in the individual’s capabilities. When there are options to improve competencies and skills, even if it something as basic as being a more effective communicator, employees can see, hear and feel themselves improving - provided that there are effective evaluation methods alongside the training. This renews a belief in themselves which is the root of confidence.

Expertise is a strong motivator

Training’s primary purpose is to equip employees with the knowledge and skills necessary for performing tasks and executing business functions. Because training is a continuous path towards mastery, employees start to enjoy what they do as they get closer to being fully proficient in their desired skills and competencies.

Autonomy and self direction

Training, as touched upon on the first point, should have the latitude to be self-directed. Training should always be coupled with development which dictates the frequency and kind of learning to reach a specified proficiency level. When training opportunities are too controlled, limited or restricted, employees no longer see it as a motivator. Technological advancements, particularly in online learning or learning-on-the-go, have made development opportunities more achievable.

In conclusion, organisations that are aware of the value of training and development should take a step further and ensure that the training framework ensures continuous feedback, evaluation and improvement and that all training programs elicit the maximum impact for the employee and the organisation. Supporting and encouraging full engagement in training and development can truly reap the most benefits.

“Tell me and I forget, teach me and I may remember, involve me and I learn.”

― Benjamin Franklin

 

 

 

 

 

 

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