A cohesive team culture is crucial for companies operating with a mix of offshore and local teams. Without it, collaboration can falter, leading to inefficiencies and disengagement. Building a “one-team” mindset ensures that all employees—whether they work in the same office or across oceans, feel aligned with shared goals and responsibilities. Check out the ideas below for practical tips on how to build a one team culture.
1. Boosting Productivity through Collaboration
Why it matters: Teams that collaborate well, regardless of location, are more productive and agile. However, offshore employees can sometimes feel isolated from their onshore colleagues.
How to implement:
Virtual Daily Check-ins: Hold a brief, 10-minute stand-up call every morning to align priorities.
Shared Collaboration Tools: Use platforms like Trello, Microsoft Teams, or Asana to assign and track tasks, making it clear who is responsible for what, ensuring visibility for both local and remote members.
Pro tip: Assign projects that require input from both offshore and local employees to foster cross-location teamwork. Teams that work together frequently are more likely to build strong relationships.
2. Building Trust and Inclusion
Why it matters: Trust builds a sense of belonging, which boosts motivation and connectedness to the organisation. Offshore workers who feel included are more likely to take initiative and align with the company’s values.
How to implement:
Celebrate Small Wins: Recognise contributions from offshore team members in company-wide announcements. For example, publicly praise employees on both internal chats and social media to boost morale.
Equal Access to Information: Ensure that all meetings, decisions, and updates are shared with offshore teams. Recording meetings and making notes accessible promotes transparency.
Pro tip: Use tools like Donut for random pairings between local and offshore employees for virtual coffee chats to nurture informal relationships
3. Managing Cultural Differences Effectively
Why it matters: Cultural misunderstandings can lead to friction and miscommunication. Respecting cultural norms helps build rapport across borders.
How to implement:
Cultural Workshops: Conduct online training sessions where employees share insights about each other’s cultural practices. Some companies include local festivals like Diwali or Lunar New Year in their work calendar to recognize the importance of these celebrations for remote employees.
Localised Leadership: Have some offshore employees as liaisons within the local team to bridge cultural gaps, improving communication across regions
Pro tip: Use platforms like GlobeSmart to educate employees on cultural nuances. Understanding these nuances can prevent unintentional miscommunication, such as how indirect communication is often preferred in some Asian cultures.
4. Aligning Goals and Expectations Across Locations
Why it matters: Misaligned expectations can lead to confusion and rework. All team members must understand how their work contributes to the company’s overall objectives.
How to implement:
OKRs and KPI Alignment: Use frameworks like Objectives and Key Results (OKRs) to set clear, measurable goals for both onshore and offshore teams. Make progress visible to all employees through shared dashboards.
Joint Planning Sessions: Host virtual strategy sessions quarterly to ensure both local and remote employees contribute to project planning and feel equally invested in outcomes.
Pro tip: Rotate meeting hosts between offshore and local teams to foster equality in decision-making.
5. Providing Growth Opportunities for All Employees
Why it matters: Employees need to see a future with the organisation to stay motivated. Offshore teams often miss out on development opportunities available to local staff.
How to implement:
Upskilling Programs: Provide access to online courses and certifications to all employees, regardless of location. For example, Accenture offers remote learning modules and mentoring programs for offshore and onshore staff alike
Career Path Mapping: During performance reviews, discuss career paths with both local and remote employees to ensure everyone feels supported in their professional growth.
Pro tip: Create cross-functional mentoring programs, pairing offshore team members with local managers to facilitate knowledge sharing and growth opportunities.
Conclusion
Fostering a one-team mindset in a hybrid work environment requires intentional effort - not simply plug and play as some people believe. With practices like daily check-ins, cultural sensitivity training, shared goals, and professional development, companies can bridge the gap between offshore and local teams. By treating all employees as valued contributors and creating opportunities for collaboration, businesses can build a unified workforce that drives innovation and productivity.
Whether through structured mentoring programs, inclusive communication practices, or recognition of cultural diversity, companies that invest in building a cohesive team across borders stand to gain not just efficiency in working but also deeper employee engagement and satisfaction.
Commentaires