Maintaining Value: Seeking Guidance
Hello everyone,
I’m reaching out for some advice.
My company is in its second year of operation and is based in Africa, where we are introducing a completely new concept. I have partners, including one based in the US, who helps us bring in clients. My role focuses on managing our operations.
We want to ensure that we’re not perceived merely as an offshoring service that charges a monthly fee for talent acquisition. We offer much more: we house our talent in our own facilities, provide a comfortable work environment, manage internet services, salaries, hardware, infrastructure, taxes, and more.
At the start, we established the role of a tech team leader, a developer who was supposed to work closely with the talent. This person was tasked with monitoring progress towards milestones, time management, project oversight, and generating monthly reports on the hours worked, tasks completed, and feedback. We implemented these measures because many companies were hesitant to engage with a new market like Africa, which does have its challenges. It’s essential to stay on top of talent management.
However, I’m starting to feel that this process isn’t effective. There seems to be a lack of value added, with repetitive updates, and concerns about underperforming or incompetent staff are often raised too late.
I’m wondering what I might be doing wrong. How do you effectively manage this kind of situation? Is this a common issue? What strategies do you employ for your clients?
Additionally, I would love to hear how you distinguish your services from those of other recruiters or agencies.
Thank you for your insights!
RCadmin
It sounds like you’re faced with some common challenges in managing a new business model, especially in a market where clients may feel unsure about working with local talent. Here are some thoughts and suggestions to help you maintain value and improve your operations:
Assessing Your Current Structure
Regular check-ins or one-on-ones between the tech team leader and the developers can provide more real-time insights into performance and engagement.
Implement Agile Methodologies:
Consider integrating Agile practices like daily stand-ups or weekly sprints to keep the team focused on immediate tasks and goals. This can help identify issues early on and provide a clear framework for what’s expected.
Use Metrics Effectively:
Building Client Confidence
Regular, detailed reports that clearly outline progress, challenges, and path forward can help build trust with clients. Reports should go beyond just hours worked to involve qualitative insights into the talent’s contributions.
Showcase Talent:
Consider creating case studies or success stories that highlight your team’s achievements. This can reassure clients about the quality of work being delivered from your location.
Client Engagement:
Differentiation Strategies
Highlight the unique benefits you offer, such as the comfortable work environment, local expertise, and a deep understanding of the regional market. Emphasize the comprehensive support you provide beyond mere recruitment.
Cultural Training:
Offer cultural training for both your clients and your talent to bridge potential gaps. Helping your team understand client expectations and the business culture can enhance communication and effectiveness.
Community Engagement:
Seeking Continuous Improvement
Implement a continuous learning environment where your talent is encouraged to upskill. This could mean collaborations with industry experts or structured training programs.
Feedback and Iteration:
Create a culture where feedback is both given and received openly. Create mechanisms for the tech team leader and the talent to share feedback on one another, including on management practices.
Self-Review and Agile Adaptation:
Building a strong business in a new concept requires trial and error along with listening to both your talent and clients. With steady adjustments and a focus on transparency and quality, you can successfully differentiate yourself in the market.