Risk Mitigation

AMBS Offshore Staffing Solutions understands these risks and works to significantly mitigate them.

Here are some strategies we use to manage the risks of having an offshore staff member or small team:

  • Local workforce change management:
    • Planning properly
    • Developing a staff communication plan
    • Setting realistic expectations from the outset
    • Starting with offshoring staff roles that will free up bottlenecks or add additional resource (rather than starting by moving existing roles offshore)
    • Redefining the position descriptions of local managers who will be responsible for the offshore staff to include a KPI about the offshore staff member’s success, if applicable
    • Recognising and rewarding local managers who achieve early success with their offshore staff member, if applicable
    • Training local and offshore staff to help with mutual understanding and respect
    • Bringing your offshore staff member or small team to your home country to meet and greet local staff and integrate into the business
  • Cultural differences and misunderstandings:
    • Communicating effectively (including face-to-face meetings over video conferencing or preferably in person) to build understanding and to align expectations
    • Educating local and offshore staff about their cultural differences and how both teams can best be understood (AMBS Offshore Staffing Solutions has resources available to help with this.)
    • Documenting roles clearly and keeping open communication channels (a clear position description with defined and understood KPIs is helpful)
    • Mapping processes and systems to be used (especially useful for repetitive tasks)
    • Being clear about timeframes
    • Allowing time for offshore staff to settle into their role
  • Data security:
    • Developing a data security and location plan from the outset (AMBS, in consultation with Diversify ISS, has a plan which covers where the data can be stored, levels of staff access, physical security measures in place in the facilities, including printers/USB access etc., the contractual arrangement with staff, and consequences of data theft.)
  • Protecting intellectual property:
    • Ensuring offshore staff sign a Deed of Confidentiality and Assignment of Intellectual Property (which assigns to you ownership of all IP created by your staff during their employment and stipulates that they will take reasonable steps to achieve the legal assignment or registration of that IP if required; it also includes a confidentiality clause)
    • Only giving staff access to information that is directly relevant to them in their role
    • Equipping the Diversify ISS facilities with entry and exit biometric scanners and security cameras to help protect client IP
  • Protecting intellectual property:
    • Setting realistic expectations from the outset (for example, don’t give offshore staff customer-facing functions initially)
    • Communicating to offshore staff that you will be taking time to work through problems and find the lessons in them
    • Using an offshoring company with knowledge of both offshoring and your industry because industry insights can avoid costly mistakes (AMBS Solutions specialises in the legal, accounting and other professional services sectors.)

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