Four key Ideas to Hold Your Team Accountable

Leading startups are finding strength in their globally scattered workforces in increasing numbers. Regardless of the motivation, whether it is to attract international talent that is not available locally or to expand the company internationally, All current startup managers should be aware of the best practices for recruiting, keeping, and managing offshore personnel.

In a traditional employee-employer relationship, Accountability is crucial to the success of any offshore working arrangement. When you send your staff to an overseas site as a subcontractor, the need for accountability standards becomes even more critical.

The following are 4 essential suggestions to hold your staff accountable:

1. Set Clear Expectations:
Someone cannot be made responsible for something they do not completely comprehend. Spend the time necessary to fully communicate your expectations to your staff right away. This is simply done by outlining their position in detail, briefing them on the project and tasks at hand, prioritizing the project and tasks, and then empowering them to take ownership of their work by providing them with the chance for feedback. An offshore employee will be able to understand what is expected of them and what they will be held responsible for moving forward if they are brought into your team with such clarity from the beginning of the relationship.

2 – Define Methods of Performance Monitoring:
To maximize the potential of your team, performance management and, evaluation are essential. These procedures must be clearly stated and well-defined from the start, much like your expectations. Give the team’s members access to quantifiable KPIs, such as work accomplishment within budget and schedule constraints, tracking of defects, troubleshooting of tickets, etc. Additional qualitative indications, such as the project manager’s or the team lead’s feedback, are also important to take into account. Your remote staff will be better able to meet and exceed more business objectives once they are aware of how performance is assessed.

3 – Build an Infrastructure of Tools for Follow Up:
Employing workers from abroad does come with certain hazards. One of the major challenges when dealing with an offshore crew is the perception of a lack of initiative and broad perspective on the part of that personnel, which is mostly attributable to a cultural difference. But this is also one of the simplest problems to fix. Make sure all team members grasp the desired outcomes by taking the time, in the beginning, to clearly, describe your company’s objective and the project’s overall vision. No worker can efficiently construct what they don’t comprehend. Once you have given them a clear understanding, schedule regular meetings with a manager to discuss those bigger objectives.

4 – Align Your Remote Workers with the Greater Team Vision:
Employing workers from abroad include its share of risks. One of the major challenges when dealing with an offshore crew is the perception of a lack of initiative and broad perspective on the part of that personnel, which is mostly attributable to a cultural difference. But this is also one of the simplest problems to fix.  Make sure all team members grasp the desired outcomes by taking the time, in the beginning, to clearly describe your company’s objective and the project’s overall vision. No worker can efficiently construct what they don’t comprehend. Once you have given them a clear understanding, schedule regular meetings with a manager to discuss those bigger objectives.

Then, make the most of internet communication technologies to avoid any gap that a physical distance may bring about. By establishing a practice of integrating remote or offshore team members into your company culture from day.

One benefit is that these workers will feel more in control of the project, be held more accountable, grasp it better, and perform much better overall.

Any project or endeavor must have clear lines of accountability if it is to succeed. Regardless matter where they are, your personnel should receive the same training, monitoring, and care as any other employee to truly become a member of your team. You won’t put everyone on the road to success until you provide your team with the vision, direction, and resources they need to achieve the final goal.