Become a Valued Member of myCPE Professionals Community
Trusted by 250,000+ Professionals
5.0
"Steven was knowledgeable and thorough…”
Steven was knowledgeable and thorough in his information about the product and what is offered. He was empathetic to my situation. He went above and beyond answering all of my many questions. Excellent service!
Crystal lovejoy
5.0
"Great Customer Service”
Great service and very patient as I asked several questions. Steven answered all my questions and helped me make the right decision in my subscription purchase. Thank you.
Lori corry
5.0
"It is what it advertised to be”
It is what it advertised to be. Professional quality training and CPE tracking and certificates; systems knows AZ CPA CPE requirements and categories. I've needed help on several occasions and the assistance was quick and effective; however, there were some problems with data entry. The assistance sometimes asks for input, but when I try to type it is dissallowed for some reason. On several occasions I had to close the popup to get it out of my way.
Brian Carey
5.0
"Great customer service”
Great customer service. Classes are pertinent. Great value
Become a Valued Member of myCPE Professionals Community
Trusted by 250,000+ Professionals
5.0
"Steven was knowledgeable and thorough…”
Steven was knowledgeable and thorough in his information about the product and what is offered. He was empathetic to my situation. He went above and beyond answering all of my many questions. Excellent service!
Crystal lovejoy
5.0
"Great Customer Service”
Great service and very patient as I asked several questions. Steven answered all my questions and helped me make the right decision in my subscription purchase. Thank you.
Lori corry
5.0
"It is what it advertised to be”
It is what it advertised to be. Professional quality training and CPE tracking and certificates; systems knows AZ CPA CPE requirements and categories. I've needed help on several occasions and the assistance was quick and effective; however, there were some problems with data entry. The assistance sometimes asks for input, but when I try to type it is dissallowed for some reason. On several occasions I had to close the popup to get it out of my way.
Brian Carey
5.0
"Great customer service”
Great customer service. Classes are pertinent. Great value
Steve
1/4
Subscribe Now at $199/ 12 Months
Topic of Interest
Select the topics of your interest to receive Webinars/Virtual Events/E-Books/Podcasts of your interest.
Not found
Selected Topics
Important: Course Deactivation Alert
Below mentioned Courses will be deactivated soon due to outdated content. Complete the course within the next 7 days to receive credits. After Expiry date, the course will be unavailable for credit. For assistance or inquiries, please contact our support team at support@my-cpe.com.
Course Name
Thank You.
Building One Team Culture: Integrating Offshore Offices in India and the Philippines
Accounting
Building One Team Culture: Integrating Offshore Offices in India and the Philippines
Offshoring has become a strategic necessity for firms seeking to optimize their operations, reduce costs, and access specialized talent. However, the success of these initiatives depends not just on processes and technology but on the people who drive them. Building a "One Team" culture is critical to ensuring that onshore and offshore teams work together seamlessly as a cohesive unit toward shared goals. This unified approach fosters collaboration, enhances productivity, and ultimately drives better outcomes for clients and the firm as a whole.
"50%+ failure in offshoring is because of a lack of integration between onshore and offshore teams."
It might sound cliché, but building a true "one-team" culture is crucial. Even small gestures, like referring to your offshore staff as part of your international team rather than outside contractors, can make a significant difference. Offering similar career advancement opportunities, sponsoring CPA or other higher education exams, and ensuring comparable benefits to match the local geography all play a key role in fostering that unified culture.
We recommend you consider “Convey the Vision – Debunk Myths” while integrating both teams. Before moving forward, ensuring all leaders are on the same page and fully committed to offshoring as a growth strategy is crucial.
According to our observation over the years, for building a great offshore team, there are a few key considerations:
1. Establishing a Shared Vision and Goals
Define a Common Purpose: The foundation of a One Team culture lies in establishing a shared vision that resonates with both onshore and offshore teams. This vision should be clearly articulated and consistently communicated, emphasizing how each team’s contributions are integral to the firm’s success. When teams understand that they are working towards the same objectives, it creates a sense of unity and purpose that transcends geographic boundaries.
Align Goals Across Teams: To build a cohesive team culture, it’s essential to align the goals of onshore and offshore teams. These goals should be specific, measurable, and directly tied to the firm’s strategic objectives. By ensuring that everyone is working toward the same milestones, teams can collaborate more effectively, reducing misunderstandings and siloed efforts.
2. Promoting Open Communication and Transparency
Establish Clear Communication Channels: Effective communication is the base of a successful One Team culture. Firms should establish clear and consistent communication channels that facilitate open dialogue between onshore and offshore teams. This includes regular video conferences, shared project management tools, and instant messaging platforms that keep everyone connected and informed.
Encourage Regular Updates and Feedback: To maintain transparency, it’s important to encourage regular updates and feedback loops. Onshore and offshore teams should have the opportunity to share their progress, discuss challenges, and provide input on how processes can be improved. This ongoing communication fosters a culture of continuous improvement and ensures that everyone feels heard and valued.
Cultural Sensitivity and Awareness: Given the geographical and cultural differences between onshore and offshore teams, it’s vital to promote cultural sensitivity and awareness. Providing cultural training and encouraging open discussions about cultural differences can help teams build mutual respect and understanding, which are essential for effective collaboration.
3. Building Trust and Mutual Respect
Foster Personal Connections: Building a One Team culture requires more than just professional collaboration; it also involves fostering personal connections between team members. Encourage informal interactions, such as virtual coffee breaks or team-building activities, to help team members get to know each other on a personal level. These connections build trust, which is the foundation of any successful team.
Recognize and Celebrate Achievements: Recognition plays a critical role in building trust and mutual respect within a team. Firms should implement a system for recognizing and celebrating the achievements of both onshore and offshore team members. Whether it’s through awards, shout-outs during meetings, or other forms of recognition, celebrating successes helps reinforce the value of each team member’s contributions.
Equal Opportunities and Inclusion: To build a true One Team culture, it’s important to ensure that both onshore and offshore team members have equal opportunities for growth, learning, and career advancement. This includes providing access to training, mentorship, and leadership opportunities, regardless of geographic location. By fostering an inclusive environment where everyone has the chance to thrive, firms can build a more committed and motivated workforce.
4. Implementing Integrated Workflows and Processes
Streamline Collaboration Tools: To ensure that onshore and offshore teams can work together effectively, it’s essential to implement integrated workflows and collaboration tools. These tools should be user-friendly, accessible to all team members, and designed to facilitate real-time collaboration. Examples include cloud-based project management software, shared document repositories, and unified communication platforms.
Standardize Processes and Procedures: Standardizing processes across onshore and offshore teams is key to building a cohesive culture. This ensures that everyone is following the same protocols and best practices, which reduces confusion and enhances efficiency. Clear documentation of processes, along with regular training, can help teams stay aligned and maintain high standards of quality.
Foster Cross-Team Collaboration: Encouraging cross-team collaboration on projects is an effective way to break down silos and build a One Team culture. Assigning team members from different locations to work together on tasks or initiatives helps to create a sense of shared ownership and responsibility. This not only improves the quality of work but also strengthens relationships between team members.
5. Leadership and Commitment to One Team Culture
Leadership Buy-In and Advocacy: Building a One Team culture requires strong commitment from leadership. Leaders must actively advocate for this culture, model collaborative behaviors, and consistently reinforce the importance of teamwork across all levels of the organization. Leadership buy-in is crucial for creating an environment where collaboration and unity are prioritized.
Provide Ongoing Support and Resources: To sustain a One Team culture, firms must provide ongoing support and resources to their teams. This includes offering training programs, facilitating team-building activities, and providing the tools needed for effective collaboration. Continuous investment in the team’s development and well-being demonstrates the firm’s commitment to its people and its culture.
6. Mitigation of Cultural Gap
To foster effective communication and collaboration between in-house and offshore teams from different subcontinents, it's crucial to promote cultural understanding and social connections. How can we do the same?
Monthly Virtual Happy Hours: The onshore anchor and account manager should organize "virtual happy hours" once a month on Fridays for an hour, which means a free-wheeling conversation.
Share Celebrations: Our team will share our festival celebrations and events videos with our firm client and their staff.
Virtual Team Games: Engaging your offshore team/onshore team in virtual games/activities is another way to build collaborative relationships and create bonding.
Treat them like your team, not just another "Offshore Team": Firms often create an "us versus them" vibe with offshore teams, causing issues. Involve the onshore team in offshoring and treat offshore workers as core team members. Include them in all communication and meetings to make them feel like regular employees.
Don't micromanage but hold Accountability: When managing offshore teams, avoid micromanaging. Provide guidance but trust them to do their job. Documented processes, clear roles, and a balanced team ensure they can self-manage effectively.
Have regular meetings and communications (Formal & Informal): Effective integration of offshore team members requires regular communication. Daily check-ins and meeting participation clarify workflows and facilitate training. It's important to encourage questions to reduce confusion and promote learning.
Final Thoughts
Offshore staffing is the new-age solution for firms looking to streamline their operations and functions. But while outsourcing, don’t neglect your onshore staff; in fact, you need to bridge the gap between the two. The key to successful outsourcing is integrating your offshore team into your onshore operations.
In our 9+ years of experience in offshoring, we learned the importance of this integration. Our clients who successfully mitigate the gap and create the "One Team Culture” reap the most benefits. The secret to their success is the process of their working together in harmony with their offshore counterparts.
Shawn Parikh is the CEO and Co-Founder of MYCPE ONE. A Chartered Accountant by qualification, he has over 15 years of experience of being a problem solver for small to mid-size firms and over time he has given consultation to thousands of CPAs, accountants and tax pros. Shawn has always been a big believer and advocate of social enterprises and small accounting firms & businesses. He consults and speaks on several topics ranging from Building Remote Team - Remote Working, Offshore Staffing, strategic planning, Scalability of Accounting Practice, cloud accounting, practice management, LinkedIn marketing, etc.
Experience MYCPE ONE at its best! Upgrade your browser for a more interactive, user-friendly interface, and stay ahead in your professional development journey.
