(Newswire.net — May 23, 2016) — One of the many great things about humanity’s digital adolescence: On any given day, the world is quite literally more connected than ever before. That was true five years ago, it’s true today, and it’ll be true five years hence (barring a global catastrophe, of course).
Our connected planet creates countless opportunities for ambitious entrepreneurs. High on the list: the ability to run a successful business from anywhere. National borders still exist, along with the attendant cultural, linguistic and political barriers. But they’re much less important than at any time in the past.
It’s no wonder that millions of businesses use remote employees, either under direct employ or via staff outsourcing services.
“Remote workers allow employers to dramatically expand their geographical reach and tap new markets without sacrificing their identities or organizational flexibility,” says international entrepreneur Scott Vollero, who ran a successful multinational recycling business for more than a decade.
Of course, managing employees halfway around the world isn’t a walk in the park. Remote offices and outsourced workforces present a host of unique challenges. Employers that consistently follow these three tips tend to meet these challenges — or, at least, keep their heads above water.
1. Don’t Indulge a Race to the Bottom
Let’s face it: many companies build remote teams to save money. It’s much cheaper to run a customer support or backend development operation out of Bulgaria than Boston.
That’s not to say you should engage your competitors in (and, by extension, subject your employees to) a race to the bottom. Even in low-cost markets, pay packages and benefits sell. When you make it clear that you treat your remote employees like your home-office team, you make a powerful statement: “We want the very best that this market has to offer, and we’re willing to pay up.” Your employees will reward you with loyalty — and sales to match.
2. Look for the Best and Brightest
Though it’s logical to assume that you need to compromise on quality if you want to play in low-cost labor markets, this isn’t always the case. Middle-income Bulgaria, for instance, is one of the world’s best places (per ZDNet) to find relatively cheap developer talent, full stop.
Your remote office should hold candidates to the same exacting standards as your home office, especially when hiring for management- or executive-level positions. You’ll find it much easier to ramp up your remote operations there, experience fewer growing pains, and see better results over time — even if it costs more in the short run.
3. Offer Autonomy, Within Limits
Newsflash: quality employees are easier to trust. And, by definition, remote employees must have some autonomy, as you can’t literally look over their shoulders whenever you please. (Flying between remote offices every day is not the best use of your time, either.)
Assuming you do hire quality employees that you can trust, make a concerted effort to provide them with above-average levels of autonomy. Give management-level remote employees considerable say over how the office is run — dress code, HR policies, chain of command, you name it. As long as they produce — and stay loyal to the home team — they should have the freedom to choose their own way.