An offshoring health check is a service designed to analyse and provide actionable recommendations to your organisation about how to maximise the results of your offshoring initiative. As part of this health check we will evaluate, as a start, the below aspects of your operations;
Is the strategic direction of the organisation well-defined and how good is your teams’ clarity, understanding, acceptance and enthusiasm for the vision?
Alignment to strategic direction is essential for building effective and efficient teams, regardless of the scope of the role(s) or the location of the team members. We will evaluate and score your engagement; providing a summary and recommendations to improve that score where appropriate
Which operational functions you have offshored and how do their results compare to your local resources and similar teams within the Change Fox community?
Poor results may be a reflection on the management of your offshored team or inappropriate roles being offshored. We will assess the viability of the roles you've offshored and report on insights into the results achieved by the team.
How is work distributed, communicated and completed? Where are the critical touch points with your team and how effective they are?
Ensuring that your task workflow is efficient, repeatable and appropriately supported is fundamental for offshoring success and where appropriate your offshored team should be able to operate independently, but this objective can be at risk if poor workflow of tasks exists. We will test your workflows and provide guidance on any recommended improvements.
How effective are your performance management processes in delivering value to the organisation while increasing professional growth across the team?
Performance management should absolutely be more than an annual or six monthly retrospective review between a manager and a staff member. Amazingly and unfortunately that's often the case. We will validate the effectiveness of your performance management processes and, if required, introduce your organisation to modern principals and approaches to performance management.
What is the frequency and effectiveness of your feedback mechanisms to drive continuous improvement?
Feedback is one of the most important inputs for our personal and professional growth and organisations that treat performance management as the sole feedback mechanism will likely see high levels of dysfunctional turnover. Feedback comes in many forms; some formal, some informal. We will review the types of feedback available and suggest changes where appropriate.
Tools & Processes
Which tools are you using for operational functions and are there any points of failure or frustrations that are affecting the team?
The tools and processes that we use can affect all of the previous five points and this can be compounded when dealing with offshored teams. We will evaluate your tools and processes for areas of improvement and opportunities to increase collaboration throughout your organisation.