Tag Archives: managing offshore teams

How RAG Can Make LLMs Smarter and More Useful

Real-World Benefits of RAG in LLMs for SaaS & Product Teams

Large Language Models (LLMs) are great at processing and generating decisions, but they have some limitations. They often rely on older training data, can sometimes provide incorrect information, and may struggle with highly specific or current topics. This is where Retrieval-Augmented Generation (RAG) comes in.

RAG helps LLMs give better answers by using additional, up-to-date information. In this article, we’ll explain how it works and show a real example of how RAG can help someone decide if a company is good to work for.

What is RAG?

RAG stands for Retrieval-Augmented Generation. It’s a method that combines the knowledge already built into an LLM with specific, current data from outside sources. This improves the accuracy and relevance of the responses.

There are tons of examples to be showcased how RAG can help get the best out of LLMs. We will be sharing one of those in this content. 

For people who do not know what RAG is, let’s understand this first. 

RAG stands for Retrieval Augmented Generation. It is a technique that inputs an LLM with a knowledge that you or your company carries to generate more accurate and current responses. 

What are the key benefits of using RAG over directly using LLMs

Key benefits:

Accuracy & Reliability

  • Reduces hallucination by grounding responses in real data (we will see where using only LLM can hallucinate)
  • Provides verifiable sources for claims (you are the source of information to make validated decisions)
  • More current information vs LLM’s training cutoff (informations are retrieved or decisions are made on basis of more current information

Cost Efficiency

  • Smaller context window needed (as you are now generating additional and current information while querying)
  • Can use smaller, cheaper models effectively (host your own LLMs)
  • Reduced token usage for common queries

Knowledge Control

  • Update knowledge without retraining (Control information you share)
  • Add/remove information instantly 
  • Domain-specific expertise (use LLMs for your own purpose, for more accurate outcome)

Compliance & Transparency (full control on information your share)

  • Traceable information sources
  • Auditable response generation
  • Better control over sensitive data

Performance

  • More relevant responses for domain-specific queries
  • Better handling of rare/specific topics
  • Improved consistency in answers

Where RAG Can Be Used

  • Customer Support: Answer queries using company-specific information.
  • Research Help: Summarize data from various sources.
  • Content Creation: Generate text with references and sources.
  • Chatbots: Provide detailed, real-time answers for customers.

How Does RAG Work?

RAG works in 3 main steps:

Storage:

      • Break down documents into smaller chunks.
      • Convert the chunks into a searchable format (embeddings).
      • Store them in a vector database for easy retrieval.

Retrieval:

      • When a user asks a question, the query is converted into a searchable format.
      • Relevant chunks of information are pulled from the database.

Generation:

    • The LLM combines the retrieved data with the user’s question.
    • The response is generated using both the external data and the LLM’s own knowledge.

A Real-Life Example: Evaluating a Company for Job Seekers

Traditionally, job seekers rely on:

  • Company websites or LinkedIn profiles, which may highlight only positive aspects.
  • Glassdoor or similar platforms, which offer limited reviews.
  • Recommendations from friends or colleagues, which depend on a small network.

How RAG with LLMs can help you get more accurate and unbiased answer

It will gather the latest information about the company from multiple sources and not just few that a candidate might look at: 

  • Employee reviews
  • News articles
  • Financial health
  • Social media
  • Salary data

It will then analyze Important Factors:

  • Work-life balance
  • Growth opportunities
  • Pay competitiveness
  • Company stability
  • Employee happiness

Finally it gives:

  • Overall company score
  • Key strengths and weaknesses
  • Specific red flags
  • Questions to ask in interviews
  • Negotiation tips

Techniques for Using RAG

There are 3 different techniques to implement RAG to train LLM in the above case: 

  • Basic RAG: Simple website scraping and evaluation
  • Multi-source RAG: Combines multiple data sources (website, reviews, news) with structured data (employee count, benefits)
  • Chain-of-Thought RAG: Breaks analysis into specific aspects (work-life balance, compensation, growth) and synthesizes findings

Lets deep dive into these 3 techniques with code and outcome. You can use any techniques after experimenting with your data and LLMs you are using, as normally chain-of-thoughts helps you give answers specific to questions you are asking while multisource with structured data helps you grab information into much usable format. You may combine techniques too to get optimum results. 

Lets connect OpenAi or any LLM with your API and for example take Mavlers as an example of a company you are researching for. 

# User when inputs in LLMs using API

“Is Mavlers a good company to work for?”

# He will get following answer: 

Mavlers is a digital services company providing web development, email marketing, and digital marketing solutions. They have good work culture and offer remote opportunities

  • Now lets use basic RAG technique and see how RAG will change this output
from typing import List, Dict

from langchain.embeddings import OpenAIEmbeddings

from langchain.vectorstores import FAISS

from langchain.chat_models import ChatOpenAI

import requests

from bs4 import BeautifulSoup

# 1. Basic RAG

class BasicCompanyRAG:

    def __init__(self):

        self.embeddings = OpenAIEmbeddings()

        self.vector_store = FAISS.from_texts([], self.embeddings)

        self.llm = ChatOpenAI()

    def evaluate_company(self, company_name: str) -> str:

        # Scrape basic company info

        company_data = self.scrape_company_website(company_name)

        # Store in vector database

        self.vector_store.add_texts([company_data])

        # Query and generate response

        context = self.vector_store.similarity_search(

            f”Is {company_name} a good company to work for?”,

            k=3

        ) 

        return self.llm.predict(f”””Based on this context, evaluate {company_name} as an employer:

            Context: {context}“””)

# Example usage

def evaluate_company_all(company_name: str):

    basic_rag = BasicCompanyRAG()

    basic_result = basic_rag.evaluate_company(company_name)

    return {

        ‘basic_analysis’: basic_result

           }

# Usage example

if __name__ == “__main__”:

    company_name = “Mavlers”

    results = evaluate_company_all(company_name)

   print(results[‘basic_analysis’]) # Basic evaluation 

Output – Basic RAG

“Basic RAG Analysis:

Mavlers is a remote-first digital services company with 500+ employees. Growing presence in US/UK markets. Focuses on web development and digital marketing solutions.”

Brings 500+ employees and global presence of US/UK markets giving more specific answers compared to earlier. 

  • Lets try with Multisources + Structured Data RAG technique
from typing import List, Dict

from langchain.embeddings import OpenAIEmbeddings

from langchain.vectorstores import FAISS

from langchain.chat_models import ChatOpenAI

import requests

from bs4 import BeautifulSoup

# 2. Multi-source RAG + Structured Data

class MultiSourceCompanyRAG:

    def __init__(self):

        self.embeddings = OpenAIEmbeddings()

        self.vector_store = FAISS.from_texts([], self.embeddings)

        self.llm = ChatOpenAI()

        self.structured_data = {}

    def collect_data(self, company_name: str):

        sources = {

            ‘website’: self.scrape_company_website(company_name),

            ‘reviews’: self.get_employee_reviews(company_name),

            ‘news’: self.get_news_articles(company_name),

            ‘linkedin’: self.get_linkedin_data(company_name)

        }

        # Store unstructured text

        for source, text in sources.items():

            self.vector_store.add_texts([text], metadatas=[{‘source’: source}])

        # Extract structured data

        self.structured_data = {

            ’employee_count’: self.extract_employee_count(sources),

            ‘benefits’: self.extract_benefits(sources),

            ‘tech_stack’: self.extract_tech_stack(sources),

            ‘growth_rate’: self.calculate_growth_rate(sources)

        }

    def evaluate_company(self, company_name: str) -> Dict:

        # Get relevant context

        context = self.vector_store.similarity_search(

            f”What’s it like to work at {company_name}?”,

            k=5

        )

        # Combine with structured data

        analysis = self.llm.predict(f”””

            Evaluate {company_name} based on this information:

            Context: {context}

            Structured Data: {self.structured_data}

        “””)

        

        return {

            ‘analysis’: analysis,

            ‘structured_data’: self.structured_data,

            ‘sources’: [doc.metadata[‘source’] for doc in context]

        }

# Example usage

def evaluate_company_all(company_name: str):

    multi_rag = MultiSourceCompanyRAG()

    multi_rag.collect_data(company_name)

    multi_result = multi_rag.evaluate_company(company_name)

    return {

          ‘multi_source_analysis’: multi_result

           }

# Usage example

if __name__ == “__main__”:

    company_name = “Mavlers”

    results = evaluate_company_all(company_name)

   print(results[‘multi_source_analysis’]) # Detailed multi-source analysis

Output – Multisource RAG + Structured Data

# Multi-source analysis output:

{

‘analysis’: ‘Growing digital services company with strong remote culture and diverse client portfolio’,

‘structured_data’: {

’employee_count’: ‘500+’,

‘tech_stack’: [‘WordPress’, ‘PHP’, ‘React’, ‘HubSpot’],

‘benefits’: [‘Remote work’, ‘Healthcare’, ‘Learning allowance’],

‘growth_rate’: ‘40% YoY’

},

‘sources’: [‘company_website’, ‘glassdoor’, ‘linkedin’, ‘news_articles’]

}

It breaks output into more structured outcomes, which can be used for different purposes as well. It can also get information like growth as well as benefits if it’s publicly available. 

  • Lets try with Chain-of-thoughts RAG Technique: 
from typing import List, Dict

from langchain.embeddings import OpenAIEmbeddings

from langchain.vectorstores import FAISS

from langchain.chat_models import ChatOpenAI

import requests

from bs4 import BeautifulSoup

# 3. Chain-of-Thought RAG

class ChainOfThoughtCompanyRAG:

    def __init__(self):

        self.embeddings = OpenAIEmbeddings()

        self.vector_store = FAISS.from_texts([], self.embeddings)

        self.llm = ChatOpenAI()

    def evaluate_company(self, company_name: str) -> Dict:

        # Define evaluation aspects

        aspects = [

            “What’s the company’s work-life balance?”,

            “How’s the compensation and benefits?”,

            “What are the growth opportunities?”,

            “How stable is the company?”,

            “What’s the company culture like?”

        ]

        

        evidence = {}

        for aspect in aspects:

            # Get relevant context for each aspect

            context = self.vector_store.similarity_search(aspect, k=3)

            # Analyze each aspect separately

            evidence[aspect] = self.llm.predict(f”””

                Based on this context, answer: {aspect}

                Context: {context}

            “””)

        

        # Synthesize final analysis

        final_analysis = self.llm.predict(f”””

            Given these findings about {company_name}, provide a final evaluation:

            Evidence: {evidence}

        “””)

        

        return {

            ‘overall_analysis’: final_analysis,

            ‘aspect_analysis’: evidence

        }

# Example usage

def evaluate_company_all(company_name: str):

    cot_rag = ChainOfThoughtCompanyRAG()

    cot_result = cot_rag.evaluate_company(company_name)

    return {

          ‘chain_of_thought_analysis’: cot_result

           }

# Usage example

if __name__ == “__main__”:

    company_name = “Mavlers”

    results = evaluate_company_all(company_name)

   print(results[‘chain_of_thought_analysis’])  # Aspect-by-aspect analysis

 

Output – Chain-of-Thoughts RAG

# Chain-of-thought analysis output:

{

   ‘overall_analysis’: ‘Stable remote employer with good growth trajectory in digital services’,

   ‘aspect_analysis’: {

       ‘work_life_balance’: ‘Flexible remote work, project deadlines can impact balance’,

       ‘compensation’: ‘Market competitive, varies by location and role’,

       ‘growth_opportunities’: ‘Good exposure to technologies and clients’,

       ‘stability’: ‘Growing revenue, expanding client base’,

       ‘culture’: ‘Remote-first, delivery-focused environment’

   }

}

Here it brought answers for specific aspects we broke into and asked and gave more to the point answers to the questions usually candidates would have. 

The entire example is to learn how RAG can be used with LLM to improvise results of outcome. The above results too have scope of improvisation and can be enhanced to great value depending on what outcome you wish to achieve. 

Why RAG is a Game-Changer

RAG makes LLMs more powerful by filling in their gaps. Whether you’re a job seeker evaluating a company or a business creating a smarter chatbot, RAG ensures answers are accurate, reliable, and relevant to your specific needs. By using techniques like Basic RAG, Multi-Source RAG, or Chain-of-Thought RAG, you can unlock smarter and more effective AI solutions.

The best part? RAG is flexible. You can experiment with different methods or combine them to achieve the results you need.

Let’s make smarter decisions with smarter AI!

How to Train Your Offshore Teams as per Your Company Standards

How to Train Your Offshore Teams as per Your Company Standards

The estimated market value of the workplace training industry was US$370.3 billion in 2019. This sector has bounced back strongly since sinking to US$244.4 billion in 2009. This article emphasizes the need for adopting the same approach for how to train offshore teams. 

US$370.3 billion in 2019

Source

The reason is that on-boarding training combined with other kinds of skills-enhancement training are standard procedures in most companies for their in-house teams. 

Why Training Is Important For Your Offshore Team

A recent article mentions that to optimize your business gains from your offshore team, you need to make them feel integrated with your company. One of the key strategies for achieving that is an efficient onboarding process followed by training plans for your onboarding team. 

A Forbes council post stresses that training increases an offshore team’s productivity.  

Numbers also support this claim. Companies that invest in a sustained and comprehensive training program earn 218% more income per employee than those who do not have an ongoing training program. 

The overall profitability of such companies is 24% higher than their counterparts with no training investment. 

The need for an ongoing training plan for your offshore team becomes even more critical because of cross-cultural issues. To ignore cultural differences with your offshore team is an epitome of the proverbial ostrich syndrome. 

To develop an ongoing training plan for your offshore team is the smart thing to do to maximize your offshore ROI. 

5-step Training And Development Plan For Your Offshore Team

The first point to remember is to integrate a training plan into your work plan with your offshore team. As with an in-house team, with your offshore team also – training is not a one-off affair. 

The broader aim of your training plan is to increase your offshore team’s capacity to understand the culture and business processes of your organization. It is important to focus on this aspect during the onboarding process. 

1. Standardize Your Onboarding Process

  • Design a standardized onboarding process for each new offshore team member. A virtual tour of your office as part of the onboarding works well in exposing them to your work culture.
    Keep this connection open for your onsite and offshore teams to integrate with each other over time.
  • Share a company overview with specific examples of the way you work. Real-life examples inevitably convey more than theoretical explanations.
  • Present an overview of the work your offshore team will be doing as a part of the induction. That will prepare your offshore team members for detailed training on the particular role each member will have to play. 

Best Remote Teams

2. Resources And Aids You May Consider

  • The help of an external capacity-building expert may prove valuable. This investment will likely add significant value for money to your training investments.
    The 2019 report on the global training industry mentions that external experts conducted 40.3% of the total workplace training hours.
  • Use online and in-house resources to create a package of standardized training materials.
  • Integrate practice tests within your offshore team’s work plan to reinforce what they learn from training and skills development workshops.
  • Mentoring is an effective tool of entrenching lessons learned from any training. Identify at least one possible mentor in your offshore team to make training assimilation an ongoing process.

3. Design Training Objectives And Milestones Keeping Intercultural Needs In Focus

  • Integrate the need to increase cross-cultural competencies in your training plan and weave in measurable outcomes. For example, do a pre-training intercultural competency assessment. That will help you to define specific and realistic targets.
    Suppose your offshore team’s understanding of U.S. business culture emerges to be 30% in the pre-training needs assessment. You can then plan your training calendar in a manner that it reaches 60% within the first three months.
  • Remember that the intercultural capacity building will need to be mutual. You may be the client, but to optimize your offshore ROI, your in-house team also needs to be oriented towards the cultural practices of your offshore team.
    At least the ones that relate directly to the way they do business.
  • Co-curricular team activities such as watching a short film relevant to your business, followed by a discussion between your onsite and offshore teams is an effective way of promoting such mutual understanding.

Also Read: Is a Dedicated Development Team Worth the Cost?

4. Design a Structured Training Plan With Measurable Outcomes

The time and other resources you invest in training your offshore team will yield value for money only when you have effective progress and outcome tracking mechanisms. Match your training plan with the key deliverables of your project. 

Develop measurable benchmarks as in the case of training and development for increasing intercultural competencies. Below is a list of the core areas to focus on in your overall training program for your offshore team. 

  • Distinct and measurable outcomes for individual contributors, as well as for the team.
  • Whether all the members of both the teams are at the same level of open cooperation, collaboration, and communication. There might be individuals who need special attention. Be open to organizing special training plans for them.
  • Overall understanding of both your onshore and offshore teams with regard to the project timelines and milestones. Create measurable indicators to monitor how each training syncs with the project roadmap. 

5. Commitment To Achieving Key Results Areas

While training your offshore team your goal is to optimize your business ROI. For that, you need the team to effectively deliver the key results areas (KRAs) as per the specific role and responsibilities of each team member. 

 You need an in-depth understanding of the KRAs and a commitment from each team member on delivering what is their due. 

A practical way of tracking that is to closely monitor how efficiently each team member is able to identify any gap and address that urgently. Tie measurable improvements in this sphere with training outcomes. 

Final Point

  • Occasional visits by your onsite team members to your offshore remote team’s office can strengthen intercultural understanding and team bonding.
  • If your resources permit, occasional visits of your offshore remote team members to your real office would also help.

Further, if you wish to hire dedicated offshore developers, designers or marketers, do get in touch.

4 Performance Metrics to Measure Offshore Development Team's Success

4 Performance Metrics to Measure Offshore Development Team’s Success

Offshoring of different business tasks from accounting to customer service has grown for several years. In recent years, however, IT outsourcing has overtaken business process outsourcing (BPO).

We focus on web and apps development offshoring in this article.

Why Offshoring Is So Popular

 Among the various location-based models of outsourcing, offshoring has consistently surpassed the others. The reasons, as captured through various global surveys, are as follows: 

  • Saves cost considerably
  • Facilitates access to relevant skills and talents
  • Increases business efficiency as the in-house team finds more time to concentrate on core business activities. 

What Are offshore development team partner

Source

There has been enough research by reputed companies like Deloitte,  A T Kearney, etc. to indicate that offshoring your development creates a win-win situation for both the client and the vendor. Provided you have a set of robust parameters to scrutinize your offshore development team’s performance. So, here we present –

4  Must-have Performance Metrics to Measure the Offshore Team’s Success

1. Time Taken for the Development vs. Expected Time of Arrival

Setting a deadline and meeting it is critical for every project. Clients inevitably trust vendors who can deliver on or before time. 

A delay at one level can set off a chain reaction of delays. The failure to deliver on or before time can even lead to the cancellation of a project. 

Working to meet a deadline has several advantages.  

  • Setting a deadline allows planning a project roadmap and prioritizing activities.
  • That, in turn, facilitates allocating human resources accordingly. You can then distribute responsibilities among the members of the project team according to priorities. 
  • Delivering benchmarks as per the timeline is the best way to keep your client happy. That will promote a relationship of trust. 

A 2009 survey had indicated that 58% of the respondents complained of delivery delays by their offshore teams. 

India has emerged and remained the most favored offshore destination for IT-related work for several years now. That is evidence that Indian companies have clearly transcended that problem of delay in delivery. 

That does not anyway reduce the importance of keeping tight control over the project timeline agreed between you and your offshore development team. It is critical to ensure that no time lag happens between the agreed timeline and the delivery of project benchmarks.

hiring dedicated developers

2. The Deliverables vs. The Project Scope

The efficient management of the project scope is imperative. Pretty much everything to do with a project comes within the project scope, as listed below: 

  • Overall project goal and specific objectives
  • The deliverables to match the objectives and the final goal
  • The features and functions that must be there to match the objectives and the goal
  • The project roadmap to achieve the objectives and the goal within the specified timeline
  • Project costs
  • A monitoring mechanism to check that the project is progressing as per the planned timeline
  • Developing a quality assessment mechanism and applying that on a sustained and regular basis
  • Quality assurance 

This last point of quality assurance is particularly critical. A Google survey indicates that 61% of users will not care to try an app for a second time if their first experience isn’t good. Among them, 40% will straightaway start using a competing app. 

When it comes to app development, three other points are also vital from the quality monitoring perspective: 

  • The app must be scalable as per need. To prioritize scalability from the beginning is to reduce costs in the future.
  • An efficient app developer will make the app customizable. 
  • A good app developer will ensure that the administrator can manage the backend without needing to run to the developer for every small thing. 

Weave in these elements within the project scope part of your contract document with your offshore development team. You will be saved from the stress of uncertainties during the execution of the project.

3. The Project Management Approach

Adopt a project management software and insist on all project-related communications to happen on that platform. 

How to Manage Your Offshore Development Team

Source

Organize frequent online meetings with your offshore remote teams on a regular basis. A Monday meeting schedule, for example. 

Setting up a regularized channel of communication is critical to the seamless management of your offshore remote team. You must also have one point person available whenever you need to convey something urgently. The project manager of your offshore development team, for instance. 

These are all important. Without doubt. Just that, they are not enough. Necessary, but not sufficient. 

There’s a cultural issue that you need to keep in focus in the case of managing an offshore remote team. Not language – culture. That well understood but ill-defined concept called culture can cause communication issues with your offshore development team. 

A quarter of the respondents (25%) in a survey involving 305 clients and vendors mentioned communications to be a problem in offshore team management. The respondents were from different parts of the globe: Asia, Europe, and North America.

If the language barrier does not cause a problem, what else could complicate communication? 

We find the concept of the Power Distance Index (PDI) a practical and useful one in this context. The renowned Dutch sociologist Gerard (Geert) Hendrik Hofstede introduced this notion. 

Hofstede simply argues that the distance between a boss and the rest of the employees get perceived differently in varying cultures. The numbers range from 1 to 120. The bigger the number, the greater the perceived distance. 

As a client, you are the “boss” to your offshore management team. If they have a cultural background with a high PDI score, such as in the Asia-Pacific region, they will never ask questions. 

That can cause misunderstandings. However, simple solutions exist: 

  • Communicate to your offshore development team that asking questions is fine. 
  • Ask your offshore team’s project manager to send you an email after every conversation/meeting. You’ll know immediately if there’s been any communication gap.  

Also Read: Top 10 Facts About Offshore Development Centers Across the World

4. Feedback Resolution

When it comes to app development, feedback resolution is as critical as the development process itself. Bugs in the app development process are inevitable and your offshore team will most likely have their own bug management process in place. That’s routine. 

What happens if a bug has somehow escaped the process, and you report it? What happens if a bug gets discovered via user feedback?

You need to consider these four parameters: 

  • Your offshore development team should not take bug fixing/ feedback resolution lightly. The response should be immediate. Not lackadaisical. 
  • The immediacy of the response demonstrates the expertise of your offshore development team. An immediate resolution indicates the team’s professionalism and skills.  
  • An experienced offshore development team will take feedback/bug reports positively and respond fast to resolving the problem. Any attempt at defense signals a lack of experience and/or expertise. 
  • Feedback resolution should not involve any extra costs. 

Are You Happy?

Does your current offshore partner match up to all the details of the four yardsticks? You can relax. You have a great partner. 

If you are frowning because quite a few of these metrics do not apply to your current partner, it is probably time to consider a change. A dedicated development team from Uplers is what you need. 

We match every single detail shared here, and more!

5 Best Practices for Managing Your Offshore Team Efficiently

5 Best Practices for Managing Offshore Teams Effectively

The proliferation of the digital outsourcing industry in the last ten years itself intensifies the urge to use the outsourcing model as a business development strategy. On average, 300,000 jobs are outsourced by U.S. businesses each year and the global outsourcing industry amounted to $86.6 billion in 2018. Making a headway, businesses, and agencies, today, establish their offshore teams in preferred outsourcing locations like India, Philippines, and China.

In fact, 43% of US IT businesses, today outsource through offshore teams. But, managing offshore teams isn’t an easy sail. Instead, it requires experience and profound project management skills. Furthermore, unorganized management is most likely to result in reduced work productivity and project failure.

The Challenges in Managing Offshore Teams

  • Scattered Communication Strings
  • Distributed Business Culture
  • Lower Project Control
  • Lack of Well Grounded Trust
  • Possible Breach in Security

Though offshore outsourcing offers capacious benefits, you need to have the right expertise to tap into this world of opportunities. Here is how to manage teams when outsourcing offshore –

5 Best Practices for Managing Your Offshore Team

1. Know Your Team & Their Capabilities

Lack of face-to-face communication in teams remains a colossal challenge when working with offshore teams. That is where research comes into the picture.

  • Practice due diligence: Stop being reluctant and do your due diligence. You need to find the best offshore outsourcing location for your business and drill-down to the pros and cons of each location. Drill-down to devise a coherent project scope and screen through quotes to establish a realistic project budget.
  • Research the right vendor: Connect strings with your preferred target location to scrutinize through recommendations and possible offshore team providers. Assess the technical competency through previous client feedbacks, portfolios and case studies.
  • Know the staff assigned for your project: Akin to hiring resources in-house you can look at the profiles of the offshore resources assigned for your project. The dedicated team model can be a good idea to establish a better look at your team structure.
  • Use outsourcing capabilities smartly: Develop a better skill understanding of the individual members when working with offshore teams and utilize it judiciously to gain in work productivity. Defined project scope can further help you plan the availability of your team prudently.

2. Build Partnership and Make it Two-way

Comparable to any partnership, the efforts in the outsourcing world can only be multiplied when they are made from both ends. And to make efforts reciprocate, bonds need to be made two-way.

  • Focus on communication in teams: Communication is the key when it comes to making bonds two-way. Frequent communications in teams build understanding among your inhouse and offshore resources and help align everyone’s efforts. Don’t limit communications to chats or email channels, instead use voice calls and video calls to bring better clarity over tasks and share ideas.
  • Share your vision and goals effectively: Share goals, challenges, and vision with your offshore team. Develop trust and brainstorm together to bring your remote team on the same page with your in-house team. Building a sense of ownership among your offshore team will motivate them to work hard for you.
  • Drop the idea of a one-time deal, instead build partnerships: Unlike the project-based outsourcing, a dedicated offshore team acts as an extension of your in-house team. As you utilize the offshore team for your tasks, you pass over your processes and culture to them and this builds partnership. Working with a team over long-term projects helps build a trust value and understanding which can be utilized to bring recurring projects to success.

 

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3. Sprint Approvals on Your Side

When you outsource a project to your offshore team you are still liable to manage the project and that involves a sense of commitment to the project. The project needs inputs from stakeholders in the form of feedbacks, paths, and approvals.

  • Faster client-side approvals: A fact seldom spoken is that delays on the client-side are one of the major reasons for poor progress in the project cycle. You can assign dedicated project managers for managing offshore teams, so as to make the project cycle more efficient.
  • Align stakeholders with project scope: The project scope needs to be comprehensive and detailed. Every query or misunderstanding related to the project scope should be resolved in advance to align all the stakeholders. Moreover, clients need to streamline the decision-making so to eliminate any possible delays on the client-side.
  • Bring realistic timelines in the picture: On account of drawing a larger margin between project deadlines, businesses push unrealistic timelines for their offshore teams. This hampers the structured project cycle and the quality of solutions. Clients need to do their due diligence to create realistic timelines for managing teams effectively.

4. Make the Right Choice of Engagement Model

The outsourcing model works on three types of engagement models – Fixed Price, Time & Material and the Dedicated Team model. Each model has its own perks and limitations, which suit different businesses differently.

  • Fixed Price Model: This model suits the best for short-term projects. The service provider quotes a fixed price for the project and the client gets the project delivered according to the clearly defined project scope. This engagement model is less flexible and no major changes in the project scope are entertained. In the case of any additions in the project scope, the extra cost is added and the overall project budget is likely to exceed.
  • Time & Material Model: The fixed time & material model involves hiring a shared or part-time resource team from an outsourcing provider on cost per hour basis. The client can add new features to the project scope and pay for added hours on an hourly basis. This model is more flexible but has partial control over resource availability.
  • Dedicated Team Model: For long-term projects requiring the utmost level of commitment and reliability, the dedicated team model is the right choice. The client can build his dedicated offshore team of developers or marketers through the outsourcing partner. Resources are bound by a contract and are liable to serve the client dedicatedly. Be it changing project scope or anytime resource availability this model fits the best.

Engagement Models Comparison

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5. Make Security A Priority

One of the crucial aspects of managing offshore teams is protecting the IP and the project against any security breach. A PWC survey reported that 31% of the total businesses surveyed witnessed some kind of breach attempt while they utilized offshore teams.

Some important security precautions while working with remote teams include:

  • Sign a strict NDA that is notified by an attorney
  • Check the networking monitoring settings
  • Authorized access to systems and project data
  • No off-site access to critical client data
  • Sign and seal standard data protection policies

Conclusion

The perks offshore development offers in terms of cost, scalability, global talent, and reliability are without peer, but only if a business pays efforts in managing teams effectively.

The top ways for managing offshore teams include:

  • Define the detailed project scope and prepare realistic timelines
  • Research the right outsourcing partner and build a capable offshore team
  • Know your offshore team and their capabilities
  • Share your vision and motivate your offshore team to fight for you
  • Streamline decision-making and sprint approvals on your side
  • Choose the right engagement model from fixed price, time & material model, and dedicated model
  • Protect your IP, sign NDAs and establish proper data protection policies
5 Offshoring Struggles: Advantages and Disadvantages of Offshoring

5 Real Struggles and Disadvantages of Offshore Outsourcing

Quick Summary: This blog discusses why offshore outsourcing is failing for some businesses and what are the major struggles and disadvantages of offshore outsourcing. First, there are some statistics that show a drop in total IT outsourcing revenue from 2019 to 2020 and then there are some real struggles businesses have witnessed with offshore outsourcing. But we do not conclude here and we give the most perfect solution to make offshore outsourcing productive and so away with the listed struggles through dedicated teams.  

It’s frustrating, we know. 

Outsourcing promised the world to global companies, only to reveal that there were pitfalls hiding under what seemed to be a smooth road surface. 

Here are some routinely cited challenges CxO’s face with offshore outsourcing key departmental functions. 

Before that, Some Numbers: 

  • The total contract value of ITO across the globe decreased from US$76.6 billion in 2019 to US$66.5 billion in 2020, informs Statista.
  • A 2019 article mentions that many large multinational companies (MNCs) are moving away from outsourcing to global in-house centers (GICs). 
  • The British outsourcing market crashed by 25% in 2018, indicating the burgeoning distrust of the model across geographies. 

Why’s that a Bad News?

Because companies that have had their hands burnt while trying outsourcing models are finding it hard to nail down the true cause of failure:

  • Is it the offshore outsourcing model that’s failed?
  • Or, is it the lack of control inherent in the traditional offshoring model, that caused the failure?

problems with offshore outsourcing

Source

By saying NO to offshore outsourcing, they’re failing to pinpoint the cause of failure, and as a consequence, foregoing the tremendous benefits of offshore outsourcing. 

We could fill out pages if we were to go into the reasons that make offshoring lucrative for companies.

There are some inevitable benefits that make the disadvantages of offshoring fade away:

  • Increased competition in a globalized market has big businesses searching for offshoring their IT needs to keep costs low. 
  • For many industries, offshoring is an avenue of competitive edge. 
  • The talent shortage is also a factor fueling the ITO market. 

These advantages of offshore outsourcing are too good to ignore, which means global leaders need to address the challenges posed by the traditional offshoring model and overcome them. 

Here, we present the real challenges a majority of companies face with managing offshore teams and their offshore company partners. We also provide a solution, of course!

Top 5 Disadvantages of Offshore Outsourcing and their Solutions

1. Limited Control over Shared Resources

Sharing resources, including proprietary business knowledge, is necessary for any outsourced project. 

Offshore IT outsourcing is not beyond that. But the headache level is different when dealing with the advantages and disadvantages of offshoring.  

How do CxOs deal with this, traditionally?

You will try to develop a watertight contract, of course, believing that to be an adequate guarantee against the unauthorized use of shared resources. 

However, with your offshore team working at the other end of the world, your control of the shared offshore resources will remain constrained.

The 2013 Trust-wave Global Security Report (2013) studied 450 data breach investigations and found that 63% were linked to a third-party component of IT administration.

It will be difficult, if not impossible, to detect data leakage. There may be sufficient damage by the time you detect it. In the case of shared resources involving data protected by privacy regulations in your country, the challenge increases manifold. 

By design or by mistake, your offshore team causes a data breach. Can you even begin to think about how drastic the impact could be for your company? 

Solution

You need to sign a White Label contract with strict NDA terms and have your documentation complete. With this, the best solution for managing security while offshoring is by hiring a dedicated offshore team, so you know your exact team structure and can identify the resources working on your project. This gives you the same level of transparency as your inhouse team.

2. Frustrations with Managing Offshore Teams

One of the major offshore company benefits is supposed to be the reduction in overhead costs. But what about the exasperation overhead? 

Here are some examples:

  • Chances are that your offshore company follows business and management processes very different from your own. 
  • Time zone differences and linguistic and cultural barriers make matters worse. 
  • Expect friction around documentation standards, nomenclature, level of detail, etc. 

Here’s an example. 

  • Think of something as simple as an invoice. 
  • Your company needs the invoice from your offshore team in a particular format. 
  • Your offshore team insists that they do their invoices in a different format and they see no reason to change that. 
  • They may also say that any change in their invoicing format will land them in legal trouble. 

For all you know, you may need several email exchanges with one or two Skype calls thrown in to sort out just this simple thing. Can’t you imagine how exasperating that can be? 

You thought one of the best advantages of offshore outsourcing would be to offload most of your responsibilities, did you? 

Solution

Yes outsourcing your project requirements to offshore teams help you cut down the operational expenses and sometimes if you outsource to a country like India you can get good IT expertise at a lower cost as compared to your in-house team. But, management can be a hassle and it is a good idea to hire dedicated experts offshore or a team of dedicated experts, who would be managed according to your project priorities and can work according to your time zone.

You would be amazed to know that 80% of the Fortune 500 companies have their dedicated offshore development teams for cutting down on their operational costs.

 

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3. Limited Control over Offshore Team Structure and Functions

With an offshore company partner, you have no control over the offshore team structure, or over how different functions are allocated to different team members. Staff retention is also an issue. The remote team manager will have the full right to shift around team members. 

How’s this a problem?

  • You may suddenly discover that one team member you could best communicate with has been allocated to a different project. 
  • Worse still, you may receive an email informing you that your offshore team leader is no longer working for that company. 
  • With no idea about the capabilities of this new person, you’ll naturally worry about what impact this change might imply for your project. 
  • Combine with that the need for you to establish a rapport with a new person just when you thought you and your offshore team leader have started to speak in the same language. 

Doesn’t seem to be a very inviting situation, does it? 

Solution

Decide your team structure and team members yourself by choosing the dedicated team model. You can choose the number of members, the expertise level and can transparently build your own team offshore. As you choose the dedicated team model, the outsourcing vendor cannot change your team size or structure and the resources allocated will dedicated work on your project. You can manage them as easily as your in-house team and get great expertise at almost half the cost of your in-house resource.

Does this sound a fair deal now?

4. Lack of Transparency in Pricing, Resulting in Overcharging

 

Lack of Transparency in Pricing, Resulting in Overcharging

Management processes of your offshore partners could be rigid enough to disallow any such mid-project scalability. 

In fact, this is a major value-leakage for traditional outsourcing contracts, with key issues such as:

  • Keeping teams top-heavy to inflate billables by compromising agility
  • Low potential for upskilling people to enable internal promotions

Your offshore team leader may argue that the hike that seems unreasonable to you is something they cannot do without if they have to get extra human resources for your project.

With little control over the team structure and functions, little knowledge of the employment rules in that country, you will be in a difficult position to negotiate too much. And this can be a hidden disadvantage of offshoring.

Solution

The fixed-price model or the traditional project-based model fades the scope for flexibility or scalability in project requirements once the project cycle begins. And therefore brands have started utilizing the ‘dedicated team model’ where they have the power to change the project priorities, alter its scope and manage the offshore team and resources according to their business priorities.

5. Lack of Control over Day-to-Day Work

When working with an offshore company, you will have no access to the daily activities of the remote team. You may feel that your project progress is slower than you had expected. You may certainly share your concern and ask for an explanation. 

But you’ll be compelled to accept whatever explanation your offshore company provides. With no visibility of day-to-day work, you will be in no position to figure out what exactly is wrong. 

And that’s like being in a room with a spider; you know it’s there, you just can’t see it.

Combine with these the other typical disadvantages of offshore outsourcing like an urgent communication being delayed because of time zone differences. Or the cultural difference that makes you feel your offshore team leader beats about the bush far too much while they may think you are downright rude. 

There are certain apparent disadvantages of offshoring. However, developing a GIC is not feasible for every company. What, then, is the solution? 

Solution

Sometimes the nature of your project requires you to take a look at the day-to-day work progress or there may be issues like delayed timelines or a deflection from the actual project scope. And therefore a better choice would be to hire a dedicated team where you could not only transparently look but manage the day to day activities of your offshore team. This could help you earn the expected productivity from your offshore teams and keep you informed about the progress in your projects.

We Recommend The Dedicated Team Model

No, we are not blind to the advantages of offshoring ITO. We are not asking you to give up on offshore ITO altogether. We are not proposing that you do everything in house, which will undoubtedly increase your overhead costs considerably, among other things. 

We are proposing a dedicated team model, which combines the top benefits of offshore outsourcing with the top advantages of having an in-house team. And, it eliminates the disadvantages of both!  The dedicated team model offers the ideal cost-effective solution for your ITO needs.