Employing a software development team in the USA, UK or Canada comes with an eye-watering price tag, in addition to several unignorable overheads. That’s why the companies prefer offshore development team alternatives to offset the development cost.
Moving ahead with the offshore option, the companies will have access to a wider pool of workforce with varied skills at competitive rates. However, before taking a leap forward and recruiting the offshore developers, there are a couple of things you should check to make the transition smooth.
At first, you have to check the present company’s structure to find out the lack of skills and expertise the company has for the development of the product. The need for missing talent and resources can be explored during the discovery workshop or the owner can do it on their own. Considering the discovery workshop or technical consultants are the better option to precisely determine the exact set of skills that product development requires.
Once, the requirement for technical geeks is cleared, the second step is to hire the remote team the same way the in-house team is employed. Don’t forget to look out for cultural differences that may impact the development.
When you have hired the developers that perfectly match the product development requirements, the third step is to implement the right team structure and a lot of other things to bring winning results. Not sure about what ‘OTHER things’ to be verified and make it right before the project goes on the floor? Things even got trickier for inexperienced players or start-ups.
Don’t fret! We have got your need covered in the offshore developer onboarding checklist that helps you make do the offshore developers.
Let’s dive in!
– Be easy
Many times, the companies that have never worked with a remote team or dealt with project outsourcing, they find it difficult to handle and manage the team. The problem grows by manifolds when the corporate language is not English.
The good idea is to sit back at home for a week calmly and start communicating with the in-house team in English to get confident and seamlessly talk with offshore developers because the English language is the most used and understood across the globe.
– Be ready with a list of requirements
Undoubtedly, the inexperience can make an easy job- quite a task or burdensome. Under the stress, you may not be able to communicate the right thing to the offshore team and misalign them with the project. Hold your breath before getting into direct communication with the developers and prepare a list of tasks to allocate to the team.
On the first day, explain to them the tasks to be carried out in the first month with clear expectations and explicit requirements from the specific team members. The pre-defined roles and responsibilities make them finish the work under defined working hours and schedules.
– Allocate an in-house developer as a team lead
You have set out the expectations and priority tasks to be done by the offshore developers. But, who will be ‘YOU’ there? It can be a company owner, project manager, team lead, senior developer, or a third-party tech professional. For the best management of the remote team, assigning an in-house mentor to lead the offshore team is necessary.
The assigned team member leading the team will be responsible for defining the tasks, setting priority, daily communication, and resolving queries in regards to project development or other things.
– Craft the best communication strategy
Communication is vital to project success, which makes creating a communication strategy a must-have for the companies, especially when working with a remote team. Plan and document the communication strategy before extending the in-house team with the remote employees for the great collaboration.
Under the communication strategy umbrella, the meeting schedule, the department which will involve, the name of team members and more are finalized. For instance, in scrum development, the daily standup meeting, weekly project planning, fortnightly sprint review, and then retrospective meetings are planned ahead of the time.
– Choose the collaboration tools
The favorites of your in-house team not necessarily are the favorites of the remote team. Working with the remote team will heavily count on the collaboration tools. Before commencing the project, check if the team is using all those preferred tools or not. And, if not, the team should install the tools at the workstations to avoid collaboration issues from the first day.
Save the offshore team’s time by emailing them the list of following tools- source code repository, continuous integration tool, task management tool, video conferencing tool, and messenger applications that they should have in place.
– Keep the documentation up-to-date
The document created at the beginning of the project mirrors the exact project expectations and requirements. It must be updated all the time as the changes are reflected in the project. When this step is skipped, it negatively impacts the development because the offshore team is working remotely and remains unaware of the aspects that the in-house team could easily know.
Maintain a practice of keeping the documentation updated all the time to ensure the remote team easily transition and get fit into the new roles as the project moves ahead.
Consider them as an extended team
It’s largely seen that companies distrust the capabilities of offshore employees and consider them as being who is completing the small tasks that are beyond the bounds of possibility with the in-house team. With this mindset, even if you don’t communicate, the remote employees can smell how important you consider them for your project.
Change the mindset and had a firm belief in them, which further motivates them and allow them to solve the business problem innovatively. They are equally important as the in-house team and vital to success because their quality work can help your business to reap benefits in abundance.
Wrap it up
When the offshore development is opening an entire world of possibility with no restriction, it’s essential to make the most out of the opportunity. Eliminate the friction by seamlessly communicating with the team, revealing the priority tasks, involving them in the project planning and discussion, keeping the documentation up-to-date, and smartly mentoring them. It’s great!
Consider the checklist to take your business to the next level with the offshore development team.