“Culture is the way we do things around here.” (Kennedy & Deal, 1982)
In today’s globalised economy, offshore providers of IT, Finance, and Offshore Accounting talent play a crucial role in supporting businesses around the world. In Yempo’s case, the quality remote employees we provide become key members of clients’ teams in the UK, USA and, most commonly, Australia.
So, why does culture matter so much to us? And why should it matter to you? Why should assessing culture be a critical part of the checklist you use to decide who’s best placed to provide your outsourcing in the Philippines?
The outsourcing category norm is cost savings. Giving clients access to abundant offshore accounting and outsourced information technology talent so they gain cost/talent advantages over their competitors defines the sector.
But, selecting an offshore partner purely on cost is not normal. Chances are that this will result in high staff churn rates and unhappy working relationships. Worse still, it can damage how your local teams feel about working for your organisation. It can cause reputational damage.
By investing time in ensuring that you choose the right provider of remote employees Philippines, you can:
- create a shared sense of mission and direction;
- build a high level of adaptability and flexibility;
- nurture the involvement and engagement of local and remote teams;
- provide consistency rooted in a set of core values.
Here are five ways that we’ve proven to help our clients select the right outsourcing provider in the Philippines and successfully cultivate a high-performing culture among their remote teams.
1. Ensure fair pay and conditions vs. your in-country teams.
Does your business have a reputation for fair pay vs. local market conditions? Does your firm provide employment benefits such as health insurance, the latest technology; free in-office food and drink? Do you have a Christmas party? How do you think your local staff would feel if your offshore employees didn’t share in these things?
Yempo’s values-driven culture ensures that there is a near as possible match between the employment experiences of your local and remote teams. You can outsource information technology and add offshore accounting talent with confidence, knowing your reputation as an employer is protected.
“We were hesitant to offshore, but Yempo offers us great staff that we know are well looked after.“
Ron Rosenbaum, The IT Agency (Yempo client)
2. Create clear communication channels
Communication is the cornerstone of any successful team, and this is especially true for remote teams, potentially spread across different time zones.
Here are three ‘sub-tips’ to ensure that there’s only ever one team – your team – not local vs. remote teams. These are:
a. English standards are key to success. Could your offshore team answer inbound calls to your office? Would your customers notice? Would your local teams have the confidence to let your remote employees go ‘front of the house?’
‘’Incoming calls to our Perth number are answered by anyone in our team – Australia and Philippines – and customers can’t tell the difference.’’
Andrea Harris, Chief Financial Officer, Powertech (Yempo client)
b. Invest in onboarding your remote employees as you would your local employees. Shared experiences and setting communication expectations are where cultural alignment starts.
c. Let technology take the strain. Use tools such as video conferencing, instant messaging platforms, and project management software to keep everyone connected. Encourage regular check-ins and provide avenues for feedback to ensure that everyone feels heard and valued
In our experience, communication is most effective when offshore accounting and outsourced information technology team members share software platforms. Work, data and teams are united in pursuit of your business goals.
See available skillsets.
3. Actively learn about local cultures to build inclusivity.
Offshore teams often consist of individuals from diverse cultural backgrounds. Yempo’s team has been exposed to various cultures and religions. Celebration of religious festivals is a key part of Philippine culture.
Filipino people are kind, caring and family-oriented. Since its inception in 2015, we have raised funds and visited worthy children’s causes in both Cebu and Manila. Our annual visits to orphanages, hospices and homes for the destitute proved popular with our staff, who contribute cash, gifts and clothing, and join us to play games and share joy with disadvantaged Filipinos. Following employee feedback, Yempo added annual contributions to animal welfare charities, too.
Read more about our corporate social responsibility initiatives.
Embrace this diversity. Encourage your remote employees to share their unique perspectives and experiences and actively work to create an environment where everyone feels respected and included.
We can help you understand the culture of the Philippines. You’re most welcome to visit your teams and join our annual celebration events. Get in touch with our CEO, Michelle Fiegehen, if you’d like her to host a Cultural Awareness session for your in-country team.
‘’Yempo provides a seamless, supportive, end-to-end process. The business is unique as some of Yempo’s most senior leaders are Filipino (this really helps). Michelle is incredibly accessible, and problems get solved fast.’’
David Dennis, Managing Director, FiveP
4. Set clear goals and establish processes and expectations.
Clearly defined goals, processes, and expectations are essential for guiding the actions and priorities of remote teams. Share your company’s mission, vision, and objectives with your remote employees, ensuring that everyone understands their role in achieving these goals. Break down larger goals into smaller, actionable tasks, and provide regular feedback and performance evaluations to keep everyone aligned and motivated.
Filipinos are particularly adept at accurately following processes. For example, if you have IT testing processes, then these will be easily adopted. If you’ve added offshore accounting talent to your team, then they will have no issues putting your audit procedures into practice.
5. Invest in professional development.
Life’s much easier when staff are talented and loyal. Invest in the professional development of your offshore employees by providing opportunities for training, skill development, and career advancement. Offer access to online courses, certifications, and workshops relevant to their roles and career aspirations. Encourage knowledge sharing and mentorship within the team to foster a culture of learning and growth.
Summary
Fostering a high-performing culture among offshore employees requires intentional effort and investment from leadership. By prioritising fair pay and conditions as you do with your in-country teams, establishing clear communication, seeking cultural inclusivity, aligning goals and providing professional development, you’ll gain offshore talent that can accelerate the growth of your organisation. You’ll be free to add accounting talent and be able to outsource information technology with the confidence that employees feel motivated, engaged, and empowered to excel.
Thank you for visiting our blog! We hope you found our content informative and engaging. Stay connected with us for more insightful blogs, updates, and tips on outsourcing IT & outsourcing Finance in the Philippines or shoot us an email at [email protected]. We are happy to answer your questions.
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