Tag Archives: remote working

uplers guide managing remote teams effectively

Uplers Guide to Managing Remote Teams – A Sure-shot Win!

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Many companies, such as Uplers, are 100% operating and managing remote teams.

However, despite the widespread usage of remote working models in the light of the COVID-19 outbreak, there is still not enough insight or resources into how to prepare your remote team for success.

If you are at such a crossroads, we are here to share our experience.

With a massive workforce of over 600 employees, Uplers sets the de facto standard for remote team management. Additionally, Uplers is at the front-line of discovering practical and implementable remote-first hiring trends that have helped 7000+ companies hire and manage a remote team.

We are remote, and we have helped business turn remote.

Our success has set such high standards that we often receive questions on how we have pulled it off. So, here is a look at –

How Uplers made Managing Remote Teams Effortless:

1. Establishing a Company Structure

Establishing a Company Structure

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The company structure lays the foundation for workplace culture. For higher success, you need to find a remote employee who is a fit for your organization, and for that, you need a company structure.

Here is how you can develop structure:

  • Determine the nature of governance that you need for managing remote teams. It could be formal, informal, or both.
  • Identify the key leaders to coordinate, inspire, support, and refine the management part.
  • Outline and document a standard remote work policy for business operations.
  • Delegate and distribute monitoring activities to action committees and task forces.
  • Keep the feedback loop open for all inputs from the employees.

To make communication easy and free-flowing, you will have to adopt an informal company structure. However, you also need a formal company structure to back it up and hold your teams accountable. Hence, it’s all about striking the fine balance.

2. Creating a Remote Team Onboarding Process

According to Gallup, only a mere 12% of companies find onboarding important. In contrast, consider the fact that onboarding your remote employees can lead to better outcomes such as increased productivity by 20-25%, along with a 25% drop in turnover rates.

You can onboard your old employees and new hires in a remote environment in the following ways:

  • Share a pre-recorded message or conduct a video conference to offer a warm welcome as part of the new hire welcome kit.
  • Ensure that remote employees have all the necessary equipment to do their job.
  • Start a buddy program and pair up new hires with experienced employees.
  • Communicate the remote work policy to minimize confusion and get everyone on the same page.

Hire Pre-vetted & High Performance Remote Teams

3. Using a Wide Range of Tools

Using a Wide Range of Tools

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The demand for tools to manage offshore teams has shot up by a staggering 281%! The message is abundantly clear: you need tools for managing remote teams effectively. Whether you wish to communicate the completion of a task or manage the organizational workflow – tools will help you all the way.

Here is a round-up of all the basic tools critical for a successful remote team management :

  • Slack – Remote team communication
  • Zoom/Skype – Video conferencing and screen sharing
  • Google Drive/DropBox – File sharing, organization, and management
  • Loom – Screen recording
  • Trello – Project management
  • Toggl – Tracking remote team tasks.

Depending on the nature of your business and its process flows, you will need more niche tools including time-tracking software and time management tools to help manage your team.

4. Conducting Regular Online Meetings

You need to communicate and over-communicate at every step of the way. It ensures that everyone knows what is expected of them. Hence, online meetings will play a crucial role in managing remote teams effectively and keeping them on track. The trick is to keep the meetings interactive, straightforward, and frequent.

To make your online meetings more productive, follow these tips:

  • Identify the perfect meeting cadence and stick to it. Typically, conduct all-hands meeting monthly, departmental meetings weekly, and stand-up meetings daily.
  • Prepare an agenda and share it with the participants before the meeting.
  • In case this is the first time attendees are meeting each other, encourage them to introduce themselves.
  • Give everyone a chance to share their inputs and contribute to the meeting.
  • Leave room for casual conversations.
  • Follow up on meetings and communicate the next line of action, the proposed deliverables, etc.

Also Read: In-house Vs Remote Teams: Debunk Hiring Myths

5. Acknowledging High-performing Employees

Acknowledging High-Performing Employees

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According to a Gallup survey, not appreciating your employees’ efforts can decrease the engagement levels and spur the attrition rates. Rewarding and appreciating high-performing remote employees will play a pivotal role in remote teams’ success.

The following are some excellent ideas for recognizing the efforts of your remote employee or teams:

  • Celebrate achievements over virtual face-to-face meetings to rekindle the in-office feeling.
  • Distribute gift cards to recognize and appreciate their specific actions.
  • Make the recognition public by sharing it over your company’s intranet, website, or other channels.
  • Timely recognition will motivate employees even more.
  • Offer courses and training as rewards for nurturing the employee or team’s professional growth.

6. Engaging Employees and Collecting Feedback

Rewarding and recognizing your teams or employees is one of the many tricks to keep them engaged. Employee engagement gives your remote team a sense of belonging and purpose, which pushes them to improve their performance. Interestingly, according to The Wall Street Journal, this sense of belonging may even trump the effects of reward programs!

Here are a few secrets for managing highly-engaged remote teams:

  • Communicate, communicate, and communicate. Communication should be at a team level as well as an individual level.
  • Managers must conduct one-on-one meetings with team members, especially if they sense mental health issues or register a dip in their performance.
  • Set clear expectations and communicate the KPIs and deliverables that govern the individual or team’s performance.
  • Celebrate the achievement of goals.
  • Encourage personal or professional development through online learning.
  • Have informal events such as virtual parties, book club meetings, etc.

7. Following a People-first Approach

Remote working already follows a people-first approach. According to MIT’s Quality of Life Survey, remote work delivers the following results:

  • 90% noticed an improvement in family and personal life.
  • 85% believed that it reduced their stress levels.
  • 80% felt more engaged and displayed higher morale.
  • 62% registered greater trust and respect.
  • 93% reported better collaboration and teamwork.

However, managing remote teams also comes with its fair share of pitfalls, which you can overcome by:

  • Indulging in small talk to build rapport and combat isolation or loneliness.
  • Encouraging employees to unplug.
  • Measuring achievement of goals rather than the time put into it.
  • Using videos or video conferencing to improve engagement.
  • Gathering feedback from employees.
  • Using GIFs and animated emojis to communicate.

8. Holding Team-building Activities

Holding Team-Building Activities

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Your teams no longer enjoy the convenience of having in-person brainstorming sessions or exchanging gossip by the water cooler. However, that does not mean that it is the end of their social life!

Here are some team-building activities that we use at Uplers:

  • Weekly trivia (related or unrelated to work)
  • Online Pictionary
  • Life Story in 5 minutes
  • Two truths and a lie
  • Throwback pictures
  • Sharing bucket lists
  • Home tours

9. Giving Up on Micromanaging

Finally, and most importantly – avoid the temptation to micromanage.

When your employees know that they enjoy your trust, they will outperform and make remote teams management a piece of cake!

Key Takeaways

In these unprecedented times, remote working is paving the way for success. We, at Uplers, swear by these tried and tested strategies that make offshore team management easy. And now that you know how to manage a remote team effectively, you are on a journey to success! It is all about putting these plans into action.

Ready to fast-track remote hiring with pre-vetted remote professionals? Contact us now!

Hiring for Remote First Check the New Rules

Building a Remote Team? The Rules Have Changed

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Almost a decade ago, approximately 900,000 jobs from the U.S. were outsourced to Asian countries, with around half of them being IT and computer programming jobs. However, the reason behind this shift was the employers’ belief in offshore teams and how building a remote team could be the perfect solution to their sustainability woes.

Similarly, ten years and many market upheavals later, Uplers has seen and been a part of a paradigm shift in supplying talent to IT companies and digitally-motivated businesses. Moreover, it has driven progressive offshoring experiences and helped over 7000+ companies hire remote workers, ultimately helping them establish it as the de facto standard for their talent acquisition processes. Above all, thanks to the benefits of a wider intellectual capital, extensive scaling opportunities, and lower labor & infrastructure costs, remote hiring has arrived as a divine intervention for organizations, especially in the times of the pandemic, and is helping them combat its brunt with elan.

In addition, the growing popularity of remote teams has also introduced novel changes, affecting the market in an unprecedented manner. Here, we will take a look at four key changes in the remote hiring trend brought about by this shift, which will make hiring your offshore team easier.

Top Concerns of Managers of Remote teams

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Four New Rules to Building a Remote Team

1. Seek Candidates With Remote Working Experience

“While remote-friendly employers will consider an applicant that has never worked remotely before, it’s always a good idea for an applicant that has some remote experience to highlight this in their resume as it may ‘give them a leg up.”

– Betsy Andrews, Career Coach, FlexJobs

Remote work experience does not diminish the value of the candidate’s experience. On the contrary, it enhances their professional aptitude because working remotely needs them to overcome the gaps created by the missing element of human connection. A few of these remote working skills are:

  • Powerful collaboration skills
  • Great communication skills
  • Good time management skills
  • Strong organizational skills
  • Self-discipline
  • Accountability

Seek candidates that have these skills as it is what makes them an invaluable asset because, unlike technical skills, people can’t just upskill or be trained in them readily. In order to find out if your desired pool of candidates possesses these traits, you can conduct pre-employment tests that evaluate their psychometrics to see if they have what it takes to succeed in their remote roles.

2. Customize Recruitment Strategies for the Long Term

Before you begin with any other aspect of the hiring process, it’s very important to understand and standardize your hiring strategies and requirements for the long term. Furthermore, having a standard employee hiring and onboarding strategy not only gives you a crystal clear picture of your roadmap for the future, but it also establishes credibility in the minds of the candidates.

Customize Recruitment Strategies for the Long Term

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In addition, having a standard onboarding process for your remote workers also makes for great employee experience, so much so that organizations that do have it see 50% better new-hire productivity. Therefore, it’s crucial to ask yourself what qualifications do you require from your potential employees, what kind of technical skills they should have, and what sort of mindset they should possess. Seeking the answers to these questions will help you customize your hiring requirements and narrow down on prospective resources.

3. Employ Help From Credible Outsourcing Agencies

Outsourcing agencies are companies that help you with building a remote team for your business. With their vast talent pool, they ease the process of setting up critical infrastructure and sourcing potential candidates for you. Above all, the roles and responsibilities of outsourcing agencies include:

  • Acquiring an office space
  • Setting up infrastructure
  • Conducting recruitment processes and hosting interviews
  • Defining the payroll of the candidates
  • Taking care of the taxation, local registrations, and legalities
  • Onboarding new hires
  • Employing HRs
  • Hiring administrative staff for daily duties

Moreover, these outsourcing agencies work as your offshoring partners and help you build a remote team for you. Ideally, the outsourcing agencies you look for should have superlative expertise and proven track record of providing seamless offshoring experiences. In addition, these partners should be able to source the right professionals for your team. Establish a steady pipeline, ensuring they hire the best candidates.

4. Search for Candidates Who Align With the Company’s Vision

Creating productive and successful relationships require a lot of effort. While you may employ the help of outsourcing agencies to build your remote team for you. It is equally important for you to stay invested throughout the process to ensure that your potential hires align properly.

Search for Candidates Who Align With the Company's Vision

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Moreover, this is especially important for medium-sized and large-sized organizations, with a report by Deloitte showing that 83% of decision-makers think that remote employees who are highly engaged and motivated contribute significantly to the company’s success. Furthermore, 94% of C-suite executives and 88% of employees believe that it helps build a healthy workplace culture that is infinitely crucial to business success.

After that, once you decide your medium for hiring remote workers, set down a recruiting framework that takes care of the following things to promote the right message and make it easier for you and potential hires to find common ground:

  • Define candidate expectations
  • Establish collaboration dynamics
  • Have your team managers assess your candidates
  • Determine a fit for values and culture

Hire Pre-vetted & High Performance Remote Teams
 Digitally Remote Teams are the “New Normal”

The future is remote, and 2020 has given a glimpse into this reality. Businesses are looking for quick and instant end-to-end solutions for a range of functions from web designing to digital marketing.

After that, if you wish to learn and implement the key takeaways from successful growth stories, you would need a digital service and talent provider that  understands your needs. With over 7 years of experience in this field, Uplers has written the success stories for several ventures.

Are you ready to get on this list? Contact the experts at Uplers!

inhouse vs remote team hiring advantages and disadvantages

In-house Vs Remote Teams: Debunk Hiring Myths

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There was once a time when you couldn’t imagine working seamlessly as a unit, with people spread all over the globe. Nowadays, not only is this possible, but it’s happening every day. Without remote teamwork, many companies would not have been able to thrive and grow. And rightly so too! The decision you need to make is whether you should build an in-house vs remote team.

Many companies have faced the same dilemma and have resolved it to everyone’s satisfaction.

  • According to one study, 41% of global businesses say they already offer some degree of remote working.
  • Another study shows that by 2028, 73 percent of all teams will have remote workers.
  • 85% of businesses confirm that productivity has increased in their company because of greater remote working flexibility.

Let’s take a look at the main parameters of in-house vs remote team.

1. Costs

The average hourly rate of a remote front-end developer varies between USD 41-160. Whereas, a Front-end Developer’s average salary is USD 119,224.

Now, you could think that this is a balanced comparison.

However, you have to factor in various other expenses when hiring in-house. Very often, these are ignored when comparing costs of hiring in-house or depending on remote teams.

These additional expenses are:

  • Annual bonus and incentives
  • Training and upskilling
  • Office space rentals
  • Technology, such as software packages and computers

In addition, don’t forget the cost of hiring agencies.

  • Standard recruitment costs tend to range between 15% and 20% of a candidate’s first annual salary.
  • This can go as high as 30% for hard to fill positions.

It’s only when you have compared all this, as well as the opportunity cost, that you get the full picture.

Productiveity loss or Contractor cover

Management time and productivity loss in recruitment. Source.

2. Time & Productivity

Remote team workers are billed by duration or project scope and deadline. As such, the duration for projects is decided beforehand.

This means you can be sure about discipline, planning, and delivery schedules.

With in-house workers, there will, of course, be professionals who will deliver on time. This requires careful motivation as well as hiring standards.

Otherwise, as one study shows, in an eight-hour workday, the average worker is only productive for two hours and 53 minutes.

3. Absence

Even the best employees need to take time off. This could be because of:

  • Illness
  • Personal emergencies
  • Traffic or other infrastructure constraints

Sometimes, employees leave for better prospects. In New York, for example, the average time that tech pros stay with a firm is 1.5 to 3 years.

So if there’s urgent work or a mission-critical job, it could happen that your in-house team fails to deliver because of the above reasons.

Fortunately, when you build a remote team, this does not happen. You are assured of a fixed job and a fixed time slot. The vacancies and absences are not your headaches.Hire Pre-vetted & High Performance Remote Teams4. Specialists

When you’re hiring in-house, you have to make sure that you’re getting the best person for the job.

You have to staff the department with specialists for all sorts of needs. This could raise costs further. What could also happen is that you’re constrained by geography.

Also, consider the important findings of this survey:

  • More than 73% of the candidates today are only passively seeking a job.
  • 45% of employers say they can’t find the workers with the skills they need.
  • 54% of employers provide additional training and development in order to overcome talent shortages.

With remote work teams, you can be sure of getting the best people with the best skills for the job at hand. You state your requirements, and the agency will provide quality personnel.

5. Scalability

When you’re hiring in-house, you obviously take on only the required number of people estimated for the job. Any more would be a waste.

However, the job often grows in size and importance. You need to scale up fast.

Scalability

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This means starting the round of hiring all over again. And chances are that you don’t have the time for this.

One study shows that:

  • Nearly 50 percent of projects experience scope creep.
  • Only 57 percent finish within budget.
  • Only 51 percent are finished on-schedule.

These issues are comfortably handled when it comes to building remote teams. Scalability will be taken care of easily as the agency will always have more specialists to add to the team. For you, it becomes seamless.

6. Talent pool

This was earlier explored in the section on Specialists.

Obviously, when hiring in-house, you have to depend on the talent pool that is available in your location at any given time.

For example, in the US, the best software engineers are often keen to work in places such as Silicon Valley, Seattle, or San Jose.

This can mean that you’re not getting the best resources for your job. The best people may not be in your city or country.

This is a sub-optimal solution for your important developmental work.

The solution is remote teams.

building and hiring remote team model

You will have access to the best people for the job. These will be global experts who are skilled at what they do. So you don’t have to pay for sub-standard resources simply because the best is not available.

Relying on Remote Work Teams

From news organizations to computing firms, from mobile service providers to consumer goods, some of the most renowned companies have realized the benefits of remote teams.

This is not restricted to any one country. Big and small companies the world over are employing this process for the best results.

  • Vodafone has been relying on remote working for a long time.
  • Dell has a remote workforce across teams, countries, and continents.
  • In the US, 56% of start-ups have outsourced work to a remote partner.

Remote Work Teams: Summing Up

In short, before you decide to hire in-house, consider these factors:

  • Costs: when you compare costs, don’t forget to include office space, technology, training, and annual incentives.
  • Time: you need to make sure that employee productivity is the best that it can be.
  • Absence: can you take the risk of projects getting delayed because employees aren’t in the office?
  • Specialists: you deserve the right people with the right skills to do a quality job on your projects.
  • Talent Pool: you don’t need to rely on geography or availability to get the best talent.
  • Scalability; if your project grows in size or complexity, you need to ensure that your team will be able to manage this effortlessly.

Here is, 10 Tips on How to Manage your Remote Team

Uplers: The Best Solution

We’ve carried out remote work for Ogilvy, Disney, Amazon, and leading digital agencies. With an emphasis on web development, digital marketing, and marketing automation.

With expertise and experience, we’ve grown to become one of the largest, globally recognized outsourcing agencies in the industry, empowering businesses across the globe to build a better digital ecosystem.

Contact us today and allow us to convince you of the many advantages of building remote teams.

Exclusive Research on Why Remote Working is the Future of IT Industry

Exclusive Research on Why Remote Working is the Future of IT Industry

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Facebook chief executive Mark Zuckerberg said on 21st May 2020 that at least 50% (i.e. – 25,000-person) of its total employee strength could get to work remotely within 5-10 years.

Zuckerberg: “Facebook could get to about half of staff working remotely permanently in 5-10 years and will be the “most forward-leaning company on remote work”  

He further said, “Certainly being able to recruit more broadly, especially across the U.S. and Canada to start, is going to open up a lot of new talent that previously wouldn’t have considered moving to a big city.” 

The announcement surely created quite a stir on Twitter and was applauded by many viewers. This displays the inevitable growth of remote working culture across the tech landscape. 

Remote Working in the IT Industry

It is the year 2020 and you are probably working from home- either by force or by choice. Either way, the idea of office spaces are rapidly changing. The world has transitioned from corporate hallways to the home office. And, I wouldn’t be wrong that remote working is the most prevalent in the tech-sphere.

  • The computer/information technology industry ranks 2nd in embracing the remote work culture.
  • According to the annual report by OWLabs, the top industries represented by remote workers in the USA in 2019 are healthcare (15%), technology (10%), financial services (9%).
  • A study reports, software and technology jobs make up for the highest number of total remote jobs posted over the internet. 29.2 percent of the total remote jobs posted are from the IT industry. 

The article shines light upon three important segments:

  1. The Growing Remote Woring Jobs in the IT Industry
  2. How Tech Leaders are Adopting the Remote Woring Culture
  3. Important Facts Witnessed about the Remote Teams Trends

The Growing Remote Working Jobs in the IT Industry

From mobile app development, digital marketing, software development, digital sales support, to copywriting, the remote working culture displays an exponential growth in the tech sector since the last decade. However, the 2020 pandemic outbreak has given a prolific push to remote jobs in the tech sector.

Some of the growing remote job opportunities in the tech sector are:

  • Front-end Development

Tomáš Haviar, Talent Acquisition and Employer Branding Specialist at Bynder (A digital asset management company), believes that remote working practice suits ideal for the software development industry. He says an internet connection and a laptop are the only main prerequisites for a developer to code a website, software or app. He adds that the front-end development sector offers copious remote working opportunities in the coming times. According to Remoters.net, ‘mobile app development’ jobs already make up for 4.51% of the total remote jobs posted over the internet. 

Best Remote Teams

  • Digital Marketing

Melaine Cole, HR Manager at Car Next Door (A digital platform for renting cars) says, “The bulk of marketing has moved online, and so the opportunities to work remotely have increased with it.” And as a matter of fact, about 75% of Cole’s own company’s marketing and communication team has now adopted the remote work culture. 

  • Copywriting

Kurt Birkenhangen, Vice-president at Vast Conference (A conference call provider) says, “Copywriters and content creators can do so much of their job remotely—often with the added benefit of less in-person distraction, Data platforms like Box and Dropbox give you access to team files from anywhere, with the ability to track changes. And with the existence of online meeting tools and video conferencing, the ability to meet, build rapport, and consult with clients can be done effectively regardless of physical location.” 

How the Tech Leaders are Adopting the Remote Working Culture

  • Facebook

Along with Mark Zuckerberg’s announcement to move 50% of Facebook’s operations remote within 5-10 years he also said Facebook will “aggressively open up remote hiring,” first in the USA, then elsewhere.

This announcement certainly hints a significant to ‘aggressive’ growth in the remote teams hiring trend in the near future.

  • Twitter

According to Washingtonpost.com, Twitter said in the second week of May that a significant part of its workforce could be able to work remotely from home forever.

  • Coinbase

Coinbase also made an announcement in May and says it is planning to adopt the ‘remote-first’ policy.

  • HubSpot

Matthew Howells-Barby, the Director of Acquisition at HubSpot recently said in an interview that his team has already moved to a remote work environment last year and how well it has worked for them. 

  • Shopify

Shopify, the popular eCommerce provider, says the majority of its employees will continue to work from home in 2021. 

Danny Trinh, the head of design at Zenly (a location-sharing app) said cost-saving is the main reason that is pushing businesses to embrace the remote-working culture. 

Danny Trinh

Some Important Facts about the Remote Teams Trend

The remote team culture hand-in-hand with the distributed teams culture has been helping tech employers leverage benefits like – higher work productivity, lower office setup investment, lower operational cost, increased employee retention rate, more engaged staff, etc. Some research-based facts about remote working are:

1. Remote working is good for business

According to a study by the University of Stanford, on average, the company saved about $2,000 per employee who worked from home. It also saves employees money that they would otherwise spend on commuting, clothing(professional attire) and childcare. Organizations save an average of $11,000 per year per part-time telecommute, or 21% higher profitability. Remote teams save the company the cost of buying or renting office space, operational costs among others.

2. Better employee retention and loyalty

People love the freedom and flexibility that comes with remote working. In fact, they are willing to work at lower salaries or fewer perks. 54% of employees say they would change jobs for one that offered them more flexibility (Forbes). According to OWLabs 2019 report, Remote workers say they are likely to stay in their current job for the next 5 years 13% more than onsite workers, which highlights employee loyalty.

Hire Dedicated Remote Team

3. Working remotely boosts productivity

Better focus. Remote workers value the flexibility that comes from WFH so much that they are willing to go the extra mile to make it work and deliver results.  A study done by Stanford showed that remote workers were about 13% more productive than their traditional office colleagues. Another study by Forbes also reports that teleworkers are an average of 35-40% more productive than their office counterparts, and have measured an output increase of at least 4.4%.

4. Happier healthier employees

Working at home has been shown to improve mental health, lead to more exercise, and eat a healthier diet than those who work at the office. This shall result in overall increased happiness and morale. Having more time to spend with family during the day can significantly reduce stress levels.

Happier healthier employees - remote working

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5. Less or no time spent commuting

Commuting has led at least 1 in 4 respondents to quit a job, according to the Airtasker study. Remote working eliminates the discomfort of long commutes and traffic jams thus saving time and money. In fact, remote workers saved an annual average of $4,523 on fuel alone compared to office employees.

Summing Up

Remote working is certainly not unheard of. But it is fast gaining momentum, especially in 2020 as a global pandemic forces people to adopt the work from home culture. By hiring remote (dedicated) teams, organizations can easily find a bigger pool of qualified talent from all over the world, at the same time save the company thousands of dollars. In today’s digital age, location is no longer a limitation. Remote working is the new norm and looks like it is here to stay. If you ask us, hiring a remote team is definitely a future proof investment.

What Offshore Outsourcing Will Look Like Post COVID-19

What Offshore Outsourcing Will Look Like Post COVID-19

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At the moment, “COVID-19” is the trending word (unfortunately so) in the Indian subcontinent and South-East Asia. The impact of the coronavirus strain has worsened in the private and public sectors across this part of the world, just as they are decreasing in European and Far East nations. Let’s have a look how Offshore Outsourcing Will Look Like Post COVID-19. 

Thus far, the pandemic has been seen to decrease the output of the offshoring and outsourcing industry, since the majority of the industry relies on badly affected nations such as India, Indonesia, Vietnam, and the Philippines, who are under stringent lockdowns. 

What Offshoring Will Look Like Post COVID-19

While most companies in these nations have moved to work-from-home (WFH) set-ups, daily service deliveries and business continuity have still taken a hit, since not everyone has the facilities and wherewithal to work from home. This has led to a mass blockage in workflows, and unintentional breaches of client contracts. Most industries are on the decline; offshore manufacturing is down, while digital and collaborative tools like Zoom and Skype cannot bridge the divide that face-to-face communication does so effectively within the digital service industry.  

Offshore outsourcing is on the rise 

But despite the breaking down of all types of industry, companies and their business leaders are recognizing the need for a diversified medium of business processes, through the constant pressure in this crisis mode. They can see that the overdependence on in-house workers who are unaccustomed to remote working is detrimental to business continuity; the move to providing software, laptops, and facilities for remote workers will certainly aid companies to think on their feet as we move forward.

How Outsourcing Is Set To Increase

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Some experts suggest the move to full-time WFH set-ups might become a reality, due to productivity-tracking tools, cut-downs on travel costs, and the ubiquity of digital services. A post-COVID-19 economy will be built on business processes that run the gamut—in-house, onshore, nearshore, and offshore.

De-globalizing supply and service chains won’t become a reality because our reliance on a larger pool of talent, specialized third-party vendors, and cheaper labour is not easily resisted. The offshore outsourcing industry is valuable exactly for its flexible and cost-efficient methods. The IT outsourcing subset is accustomed to WFH mode, so the possibilities remain, that other industries could acclimate to it too.

Remote Working Is The Way of the Future

People are relying more on remote working for 3 simple reasons: time-saving, digital services, and travel costs. By minimizing travel time and spending money on travel, business continuity is kept up with the minimum of effort. Also, online collaborative tools and APIs have revolutionized how we work. 

Remote Working Is The Way of the Future

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It is challenging to maintain offshore teams over long distances, but technical, administrative, and accounting services that are provided online still can track productivity and meet deadlines. 

Best Remote Teams

What will be the future requirements for this? Better free source software, Wi-Fi and data pack provisions, and cheaper digital devices. Companies are looking into investing in these aspects for the foreseeable future. Most of the services industry is ripe for remote working applications.

Offshoring & Outsourcing Will Continue to Expand

The industry will continue to expand since the benefits of outsourcing outweigh the cons. Here are the four pillars on which it stands:

1. Access to Greater Range of Talent

The medium of outsourcing and offshoring is popular for opening horizons to a vast, international ocean of talent. Whenever a certain local region is undergoing a shortage of specialized talents, the digital outsourcing environment has solved the problem by creating access to specialists and commissions.

With the recent increase in lay-offs and the shutting down of many small and medium businesses (SMBs), legions of well-qualified, proven specialists, including rare ones (e.g., web developers, SEO specialists, data scientists) are now looking for new job offers. The coronavirus phenomenon has closed many doors, but it will only ensure more doors open for the future. Hiring will pick up.

Access to Greater Range of Talent

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2. Greater Focus On Core Areas & Superior Control Over Workers

Offshoring and outsourcing allow businesses to focus on core areas, instead of splitting resources and time for specialized tasks. Offshoring (instead of outsourcing) frequently involves in-house employees in foreign nations focusing on certain tasks and at a lower price. Consequently, control over business and marketing objectives is not compromised. Administrators can manage offshore operations from their home country.

3. Cost-efficiency & Time-efficiency

In hiring specialized, overseas teams to undertake tasks, businesses don’t need to pay out of their own pocket to train and provide office equipment to the in-house employees. Labour costs are also significantly lower in offshore regions, which aid companies to get more instances of high-quality work. 

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

Underlying all these advantages, businesses will also save time and resources on the hiring and recruitment process. The existing pool of highly trained and experienced specialists means no need to vet and interview hundreds of new candidates. When hiring online, HR resources are not wasted. 

Cost-Efficiency & Time-Efficiency

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4. Increased Scalability

Outsourcing vendors and offshore teams can help businesses scale up infrastructure and undertake greater volumes of deliverables. It also allows business leaders to scale up or scale down their teams depending on abundances and shortages in the economy, respectively.

These pillars of the industry won’t shatter under the weight of the burdened economy. The United States still relies on paying less than the American minimum wage for services from South Asia. Vendor rates will fall for the time being, making offshore outsourcing more attractive; later, they will increase gradually in time.

Increased scalability - offshore outsourcing

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Even though physical products shipping and freight costs are rising, labor costs should decrease. In case the costs are too much, nearshore services are a superior option, such as Mexico for the United States.

Dedicated Teams Enact Stable and Reliable Outsourcing

It will become easier to find the best digital services within a reasonable time frame after the coronavirus outbreak subsides, and governments relax lockdown regulations in the major hubs of the offshoring industry. International transactions of services will burgeon, as the best minds on the globe compete, allowing companies to hire them at useful rates. Nowadays, companies are not limited to local prospects and don’t have to overpay for their services.

Dedicated Teams Enact Stable and Reliable Outsourcing

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The best option is the hiring of dedicated remote teams of specialists. There are numerous examples of these teams, be it for digital marketing, SEO, Google Ads, social media marketing, web development, software development, etc. Teams with these skills are efficient, meet deadlines with ease, and collaborate with clients.

Dedicated Teams in Uplers

We, at Uplers, offer dedicated teams within the realms of web development, SEO, search engine marketing, and market automation. We have provided web solutions for over 500 firms globally, and have optimized engagements, impressions, and lead conversion. For their many digital marketplaces and websites. For affordable prices, our team members are steeped in the best practices that enable the smooth operation of digital frameworks.


. We improvise and implement based on the client’s needs.

Happy hiring!