Today’s work reality has changed exponentially with teams moving into remote models, the rise of flexible scheduling, outsourced workforce, and the gig economy. In the outsourced and gig economy companies contract independent contractors directly or indirectly to complete certain jobs/tasks as opposed to hiring full-time employees. This has helped a lot of companies scale their processes and productivity exponentially and with the assistance of emerging technological infrastructure has seen this sector grow to $204 Billion in gross revue projected to reach $400Billion by 2023.
Outsourcing in companies offers certain flexibilities for both employer and “employee”. The employer can hire well-trained specialists in certain fields or even dedicated teams to cover certain process redundancies in the company. Similarly “employees” get the flexibility to work on different projects growing their skills and portfolio widely. Despite the benefits of outsourcing and decentralization of work a lot of hiring manages are still hesitant to jump into outsourced talent. Why? While the outsourcing model of work creates alit of benefits it also creates certain challenges such as cost-effectiveness, onboarding timelines, learning curve, communication breakdowns, seamless cohesion between outsourced lent and employee teams without jeopardizing sensitive data breaches. Moreover, outsourced employees may fail to see your companies bigger picture which creates blocks in work motivation.
Despite these challenges outsourcing teams is a reality companies have to face. Luckily there are several ways hiring managers can integrate outsourced teams seamlessly with their employees.
Engagement & communication
When new outsourced teams are contracted their orientation should be sufficient to eradicate the feeling of isolation between internal and external teams. The best way to go through this is to have a briefing document followed by an introduction to internal teams, communication of company values, irregularities. You can also engage the outsourced team manager in brainstorming sessions and meetings to build an even stronger engagement.
When dealing with outsourced teams choosing the right platform matters! We communicate, define workflows, deliverables, and maintain cohesion with remote outsourced teams through platforms, therefore choosing the correct platform is central to the process. Luckily, we currently have several platforms offering good communication and workforce management online. With this, you can centralize workflows, follow on deliverables from different teams, engage and brainstorm with them. I always recommend hiring managers to take time and get demo's on various platforms before making a decision.
Breaches in data privacy can have very huge repercussions, he dealing with outsourced teams in some instances you might need to take extra precautions. This will involve regulating data access points and in extreme situations encrypting data. This can help you take a breather from the constant worry of unregulated access to your sensitive information and your employee's information.
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