Business Remote Work

You Know You Should Outsource Your Staffing Needs, But Why the Philippines?

Talent outsourcing is rapidly becoming the norm among businesses. Of the numerous talent pools in the world, why are most leaning towards outsourcing to the Philippines?

Outsourcing allows organizations to quickly respond to continually evolving business needs and respond to market factors by efficiently scaling their operations. Some businesses thrive on the fact that to make money, you need to spend money. Since a return on investment (ROI) is almost always uncertain, maintaining controlled operating costs is a challenge that every business, particularly new ones, have to overcome. Often, this means that companies must compromise. 

Compromising on Hiring Good Talent

Interestingly, a huge number of small businesses hire team members who are less skilled because they are often cheaper. The problem with this is that about 56% of these companies are dissatisfied with their employees’ output. For small businesses, this operational expense does not bring additional value to their organization. Why hire team members who do not bring commensurate value? But this is a reality for most simply because they don’t outsource their talent management. As such, they are often left with three options:

  1. Compromise on talent acquisition
  2. Spend money on talent acquisition
  3. Spend time looking for talent

All these three scenarios can be best resolved by outsourcing. Now that you know you should outsource, the question now is, why the Philippines? 

Why Outsourcing to the Philippines is Your Best Option

High English Proficiency

The Philippines has one of the highest English proficiency levels in Asia, second only to Singapore. If you didn’t know yet, the country has a strong affinity to the West due to its colonization in the past. Additionally, many of the educational institutions use English as the primary form of instruction. That said, Filipinos are far better at communicating with their Western clients compared to any other region. The result? Better understanding and increased work efficiency. 


Aside from their English proficiency, Filipinos take their education seriously. In fact, most Filipino parents will consider education as the only treasure they can provide for their children. As such, students often place such a high value on getting their degrees that some even study while working. Most virtual assistants (VA) that a company can source from the Philippines will often have college degrees.

Cultural Fit

Compared to other outsourcing hubs, the Filipino workforce is much more culturally aligned with most Western countries. They share the same hobbies and interests. As such, it is easier to build rapport and encourage a camaraderie within your company. As an employer, you may no longer need to spend more time in your adjustment period or go through an awkward phase with your employees.


Small businesses have much to gain when they work with loyal employees. These people are often more than willing to invest time and effort in your company. They strive hard to bring new ideas to the table. When your employee is loyal to the business, it can mean hefty profits. And if there is one thing that Filipinos are proud of, it is their loyalty. Filipinos place high importance on stability and security. Once they get access to a gainful employment opportunity, they will stick around and increase your bottom line considerably.

Career Driven

Perhaps one of the strengths of Filipino workers that can bring a tremendous increase in productivity is their drive to learn new things and expand their current skill set. Give them a task, and even no matter how unfamiliar they may be with the topic, they will do their best to learn it and deliver. Filipinos take pride in accomplishing their obligations, which a company can leverage.

Tips for Working with Filipinos

While Filipino culture bears many strong similarities with Western culture and practices, there are still a few differences and this may seem slightly confusing to some employers. If you are seriously thinking of outsourcing to the Philippines, here are some tips to help you streamline the process:

Get Wins on the Board

One thing that sets most Filipino workers apart from American employees is the fact that you can’t simply throw them into the deep end and assume that they can understand your processes. It is critical for them to feel comfortable first. Let them learn the ropes before expanding their tasks and knowledge base. This is why your organization needs to have a solid onboarding process to guide your employees to become familiar with all of your business dealings.

Ensure Clear Communication

One of the challenges of working with a remote team is communication. To make sure tasks will get done, communicate with your team, and make sure each instruction is understood. You have to teach the practice of asking questions if anything seems unclear. Don’t assume that instructions are understood at all times. This practice helps eliminate the need for going back and forth with tasks.

Get to Know Your Team

Since you have a remote team to manage, you should make them feel comfortable with their work environment. Your remote workers should feel that they are indeed part of a team. When you do get to know them, you can expect them to feel valued. They will enjoy what they do. Hence, they will be more productive. 

Moreover, it will be easier to learn what motivates them and identify what employee retention strategies to deploy so that they remain loyal and deeply invested in your company. Knowing your team better also means that they will be more open to you. They can ask questions and give feedback whenever necessary. This can help ensure that your employees can consistently churn out quality work.

Business Remote Work

12 Tips on How to Get the Most Out of Your WFH/Remote Team

How do you stay on top of your remote workers? Through effective communication of course. 

Remote work is becoming more and more common. Today, as much as 4.7 million or 3.4% of the U.S. population are working remotely. Many organizations have seen the value of outsourcing their talents in offshore markets. This allows them to enhance their business operations while keeping costs down. Companies enjoy the luxury of having improved productivity resulting from their employees’ increased morale. However, remote work does bring its own unique set of challenges that managers have to deal with. Among these is managing remote team communication. 

There are indeed communication methods that you can leverage to pull this off easily. But in practice, things are a bit more complicated. Organizations have to understand that bridging an effective remote team communication path with their employees can be critical in ensuring the company’s continued growth. 

Here’s how you can pull it off: 

Strategies for Better Remote Team Communication

Different Cultures, Different Communication

remote team communication

Global communication means understanding that people can come from widely differing backgrounds and cultures. One obvious hurdle is the language barrier. You have to exert the utmost patience because not everyone will communicate the same way that you do. If you are outsourcing to the Philippines, you already know that language typically is not an issue as those in the BPO industry are largely English speakers having been educated in English schools. 

That said, you have to learn about their culture and how they communicate. This way, it will be easier to establish some common ground where your team can understand one another. Here are some useful tips to help you get it right: 

Train Your Managers

It pays to have your managers receive cultural awareness training to equip them better when working with employees with various cultural backgrounds.

Avoid the Jargon

Whenever you meet with your team, avoid highly specific jargon or localized expressions, which may confuse the other parties. Try to use simple terms and be concise with what you want to communicate. 

Set a Norm and Stick to It

When working with a multicultural team, you may have to deal with different working styles and personal preferences. As such, it is still important to have a norm that everyone on the team should stick to. Instead of having your managers dictate their preferences, encourage them to use methods that will work best for the team.

Human Connection 

When you often manage your team via email or other communication channels, it can sometimes feel impersonal and cold. Since you may be working from different time zones, working hours may differ. Expecting your workers to reply to your email as soon as you send them may be unrealistic. It can be easy to lose the humanity of communicating with your remote workers, leading to frustration. Moreover, this frustration can lead to more internal issues. That’s why it is crucial to have at least weekly or monthly feedback sessions with your team. 

Know where they are coming from both in their work and personal matters. When your remote workers feel that you understand where they are coming from, you can expect more transparency on their part, This is one of the elements of proper collaboration. Here are some tips to help you: 

Start from Onboarding

If you want to make your remote workers feel a sense of belongingness, it should start from your onboarding process. It is a given that most onboarding will deal with mostly HR concerns and other functional tasks. However, it should also include social onboarding that allows new hires to get the human connection right away. 

Make It Part of Your Culture

Establishing a human connection is not a one-time thing. It should be present throughout your organization. While it does not have to be company-wide all the time, it helps to maintain this culture within teams. Allow them to have virtual meetings where they can discuss anything else but work. 

Improve Collaborative Work

Teams often have different projects they are working on. But, it pays to have different teams work together. Not only is it good for business, but it is also good for your employees. They can be allowed to showcase their work to other members of the team and it allows for flexibility. 

Meet the Team

remote communication

A global company may have upper management that may choose to delegate some of the tasks to the more senior team members. While it may be effective in managing the overall operations, it is still a good practice to ensure that everyone in the team knows each other, including their roles and working hours. When you meet your team, you can get a better insight into what improvements you can make in your processes. Here are some ideas that bring results: 

Culture Break

If possible, set a video call meeting at least once a week just to see what everyone else is up to. It can be to discuss what everyone else did during the weekend or just about anything that isn’t work-related. 

Team Bonding

Unlike culture breaks, your team bonding sessions can be done at least once a month. In these sessions, you can have anyone from your team take the lead into providing activities that can boost the morale of each team member. 

Lunch and Learn Sessions

One of the ways you can encourage your team is by providing them with opportunities for growth. By setting collaborative exercises, it would be easier to learn what their professional interests are and how they can impact your organization. Not only will it help them familiarize themselves with the business, but it is also a good way to enrich them professionally. 

Communication is critical in ensuring that your global company has what it takes to manage remote employees. Learning effective global communication strategies can help solve some of the many challenges that companies have to deal with. Once you’ve mastered remote team communication, you will quickly realize how your workers’ morale can significantly increase productivity. 

MultiplyMii offers bespoke offshore staffing solutions that help ease your global communication woes. Learn what we can do for your business, schedule a call now

Business Remote Work

Talent Recruitment 101: 7 Tips for Hiring Talent That Can Boost Your Business

Lacking fire power needed to get the right people in the right seats? It is time to look into your talent recruitment process and new hire management. 

Hiring new talent is one of the most critical yet underrated activities in an organization. Many veteran employees consider new hires to be beneath them, particularly regarding skills and performance appraisals. However, companies aiming to be successful should now consider taking a different approach and start looking at new hires as key contributors to the future of their company. This means getting the right people who can boost your business. 

How do you ensure that your talent recruitment process outsourcing (RPO) team is doing their job?

Define Your Ideal Candidate

Before you even provide a job description for a particular role, everyone involved in the hiring process should first sit down and envision how their ideal employee can fill in the vacant role. From the get-go, they should have a clear picture of what strengths and skills a candidate should possess to make them successful in their position. More than that, your RPO team should also be able to gauge what qualities the new hire has that would perfectly mesh with the rest of the group. 

Practice Collaborative Hiring

Gone are the days when HR teams were the sole decision-maker when it comes to talent acquisition. The best way to go about this is to get input from the very people who will manage the new hire. Allow them to build a candidate profile. During the process of the interview, measure them against these parameters. 

Monitor Talent Pools

talent recruitment

While you may have an impressive talent pool of remote workers, it is always best to go over your candidate source and see if it still works. If not, then move on to explore new and better sources for talent recruitment. Reach out to different channels like MultiplyMii’s offshore outsourcing, and you’ll be surprised at how beneficial these other options can be. 

Use Performance Metrics

talent recruitment

Improving the overall hiring process depends on how your organization can measure the quality of new hires, no matter what position they are in. At the get-go, HR teams and even the upper management should carefully look at performance metrics and look for signs indicating an employee’s performance level. 

Have Employee Referral Programs

More than talent pools, another great source of top-caliber candidates is your current employees. They are the best ones that have first-hand experience of what it is like for your company. Your current employees are the best brand ambassadors that you can have. They are the best mirrors of your company culture. That said, a good strategy is to offer a referral bonus when they recommend a candidate who is hired. 

These programs are often successful at first. You will note that the referrals will keep coming in. However, you will also notice that as time fades on, so does the thrill. As such, it is best to look at your employee referral program and incorporate changes that will get your employees excited again. Some of the strategies that you can include are: 

1. Monitor referrals and openly acknowledge those who have received their rewards. 

2. Increase monetary awards until your company gets a threshold that encourages people to act on it. 

3. Make it exciting by offering contests like a raffle draw where employees with successful referrals can win the latest gadget or a vacation trip. 

Understand Your Target Audience

talent recruitment

One of the pitfalls of recruitment processes is not considering the target audience. You have to define what candidates you are looking for. Moreover, you have to understand that recruiting is selling. You need to know who you want to attract to your organization. For this to happen, you need to identify your company’s main selling points that will make candidates choose you. 

What do you have to offer? Who will benefit from our offerings? When you answer these questions, it would be easier to place your brand in the center of your target candidates. And since you need to sell your organization to these candidates, you need to advertise your working culture and echo your employee’s skills and attitude related to your brand. 

Plan for the Future

You hire employees because you believe their skills will become useful for the company. It is perfectly okay to think ahead and plan for the future, especially if you see a particular candidate’s potential to become a valuable part of your team. Don’t hesitate to invest in their personal development. 

Take this piece of advice: 

While it is always good to evaluate your new hires based on their skills and potential, your organization’s role is equally critical in ensuring that these new talents will blossom and bring forth further success for your company.

Never take your new hires for granted and allow them to grow. When your recruitment processing is done right, expect to enjoy high performing and loyal team players that will ultimately boost your business. 

Learn more about how MultiplyMii’s remote talent recruitment process can help boost your business by booking a demo

Business Remote Work

Talent Acquisition: 7 Ways You Can Improve Your Talent Management

Failing to get top caliber talent for your business? The answer is in your talent acquisition strategies. 

The staffing industry has changed significantly over the years. Gone are the days when employers would wait behind their desks to scrutinize every candidate who would go over and beyond to prove their skills to become a part of the company. Nowadays, talent acquisition has shifted in favor of the employees. 


Employees are now more confident in switching jobs once they feel that companies do not provide is not what’s advertised. And this is something that employers must become aware of and actually take steps to adapt to. Employers must now prove that their company is worth sticking to. 

How can employers genuinely engage their workforce—the main drivers of their business? Specifically, how can employers ensure that their company gets great people and can actually retain these people? The answer—a talent management system that works. 

Multiplying Your Business: Top Ways of Improving Your Talent Management Strategy

  1. Work on Developing an Employer Brand
talent acquisition

Top-rated employees go to employers with a known brand of employer management. Do you know why most big companies invest in giving their employees enviable perks? It is to ensure that they are building a strong employer brand. How is this done? Shorten time-to-hire. 

Employees hate the waiting game. They will appreciate it if you provide them feedback in the shortest time frame possible. The amount of time they need to wait on your hiring decision reflects your company’s efficiency and robust decision-making process. 

  1. Identify Talent Recruitment Goals

Before you even start posting job vacancies and interviewing candidates, you need to have a clear goal of what your organization aims to get from filling the position. This way, it would be easier to pinpoint the type of talent that would work well with your company culture. Suppose that you need a manager to handle your global expansion, your job description should then include someone with a strong cultural awareness in addition to their skills. 

  1. Provide a Positive Candidate Experience

When hiring quality candidates, employers must make it a point to give them a positive experience. Employers, however, should be careful not to compromise the hiring process (i.e., making easier tests) to make their candidates’ experience a positive one. It doesn’t matter if you hire them or not. You have to always keep in mind that these candidates will share their thoughts about your company, and you don’t want to risk one employee’s bad experience tainting your employer brand. This is where timely communication comes in. 

Start off by providing a clear job description. Let candidates know at the get-go what skills are necessary to land the job. Give them updates about their hiring process and congratulate them when they pass a hiring stage. If things don’t work out, encourage them because once a candidate has a positive impression of your company, they’d be willing to recommend you. 

  1. Leverage Onboarding Process

New hires often feel lost during their first few days, and this is where it can get crucial for employers. Onboarding is an essential yet overlooked talent management strategy. Most new employees quit within the first six months simply because they had a shallow onboarding process.  Many feel like they don’t have the right tools to succeed in their position, and their expectations are not met.

Coming up with an effective onboarding process can seal the deal when it comes to scaling. In fact, it can jumpstart a company’s revenue generation strategies. Take the case of Boost Me, a PPC startup itching to scale their operations. For so long, the company has struggled to expand its team of experts. 

Through MultiplyMii’s effective onboarding process, Boost Me expanded its team with minimal expenses, thus increasing its revenue. Onboarding should go beyond the first week. Imparting to your employees that your door is always open for questions, sends a signal that you want them to succeed.

  1. Focus on Results

No two people are alike, and this goes for your employees. Employers need to understand that different people may use different methods to achieve their goals. For this reason, employers should focus on the results rather than the process. When you give your people a certain level of autonomy, they will feel valued and respected, resulting in improved job satisfaction. In the end, increasing your organization’s productivity. 

  1. Personalize Benefits Package
talent acquisition

While a benefits package can be considered a perk in your organization, it would be a huge step up if you can customize it according to your employees’ needs. If you are in the process of improving your compensation offering, make sure to include an employee-centric approach to it. Lay down several options that would allow your people to choose depending on their needs. 

  1. Foster  a Healthy Work Environment

One thing you should never leave out in your talent acquisition strategy is your positive work environment. Sure, you can have the best compensation and benefits package and a solid onboarding process, but if your working environment is too toxic, don’t expect employees to stay and become committed to you and the company. 

Solid talent acquisition begins with an established talent management system. Learn how outsourcing your recruitment process with MultiplyMii can help boost your organization’s bottom line.

Business Remote Work

Going Global: Tips for Maximizing Your Offshore Team

In a rapidly changing business environment, working with offshore teams will become even more necessary. How do you successfully leverage your virtual team?

Scaling your business means expanding your team, and this often comes with the challenge of hiring people with the right set of skills to drive your business’ success. Most companies opt for hiring an offshore team to handle some of the crucial aspects of their operations. However, many fail to implement this type of staffing strategy successfully. But how do you really gain buy-in from your global team? Here’s how: 

5 Ways of Maximizing Your Offshore Team‘s Performance

offshore team

Here are some proven ways of leading and managing an offshore team with increased odds of success: 

  1. Align Your Vision

When working with an offshore team, randomly assigning project tasks to different groups can be tempting. Don’t commit this mistake as this practice will give your team a disjointed vision of the goals that you want to achieve. 

Make sure that your team understands what you want to achieve. Having an aligned vision can help teams work seamlessly. It would be easier for them to develop processes and make decisions that will impact the project’s success rather than being kept in the dark not knowing what other people are up to.

Moreover, aligning your project vision allows your offshore team to plan and manage their resources in the most cost-effective way possible. It also gives your team a sense of inclusion and security as they work on the project. 

  1. Communicate Regularly

Working with an in-house team requires constant communication, this does not change when working with an offshore team. Regular communication ensures that no one in the group gets lost in projects. Use clear briefings whenever possible, so all details are clear. As much as possible, eliminate confusion between you and your teams. 

Whenever assigning tasks, never assume that everybody understands what you are trying to communicate. Cross-check if their understanding is aligned with what you explained. It is also essential to allow your team to raise questions and look for clarifications. 

Remember, communicating with a global team means harnessing the power of online tools that facilitate communication and collaboration. Software such as Slack and Skype can help teams exchange messages and files. You and your team can also use project management tools on the cloud like Asana or Trello so everyone can track the progress of tasks assigned to them. 

  1. Adopt an Agile Methodology

Teams working on projects need to adopt an Agile methodology, mainly if the process requires high levels of interaction and iteration from different members. Practicing Agile development in your operations can do so much to increase efficiency. The lengths of iterations or sprints depend on the complexity of the process and the number of people working on the task. 

The key here is to have your offshore team sit down and discuss each project’s goals and processes. Once a sprint is done, there must be an assessment of the progress and identification of hurdles. All of these must be accounted for when starting a new sprint. 

  1. Maintain Regular Engagement

One way to leverage your offshore team is to keep them engaged at all times. More than communicating with your team about project updates and outputs, you also have to reach out to them in a manner that would allow you to understand their strengths and areas for improvement. 

As a business owner, you have to understand that employee engagement is among the hallmarks of developing a positive company culture. You cannot maximize your team, even if you have the best and the brightest members if you do not keep them engaged. 

  1. Visit Your Offshore Team

Handling an offshore team does not mean that you should always communicate and engage remotely. If possible, make them feel important by visiting them. Fly over their country and spend a few days with your team members. This way, it would be easier to get familiar with what happens on the ground. You can see what processes work and what additional resources your team may need to improve their output. It is also an excellent way to increase your team’s overall productivity as they feel a sense of belongingness. They will start to think that they are not merely workers but crucial business partners. 

Building the Right Offshore Team

As your business goes global, you need to make sure that you can cover all angles when it comes to your processes. Working and managing an offshore team can be challenging. This is what happened in the case of Seller Snap. Despite investing thousands of dollars in their business by hiring SEO agencies for their Amazon Repricer program, they failed to hit their goals. 

How did they overcome this challenge? Through MultiplyMii’s bespoke offshore staffing solution. 

MultiplyMii understood what Seller Snap needed and recruited the right individuals for their offshore team. Along with the company’s established processes, Seller Snap was able to cash in on the benefits. This example shows that an offshore team can bring in positive results when you know you can manage them. 

Find an offshore team for your business through MultiplyMii. Call us now and learn how we can get you started on your offshoring journey. 

Business Remote Work

Remote Staff Checklist to Improve Your New Remote Employee Onboarding Process

How do you perfect your remote work onboarding process to create a lasting impact on your remote employees? You might want to review your onboarding checklist.

After offshore talent acquisition, your employee onboarding process will play a crucial role in ensuring that your new hires will have a positive experience in your organization. Onboarding is particularly important for remote employees, as they do not enjoy the same level of visibility and control as on-site employees. This makes it harder for them to integrate into your company’s culture and processes. 

The Challenges of Onboarding Remote Employees

onboarding checklist

When it comes to promoting a positive work culture, onboarding plays a very significant role. This is the first look into your business, and it lays down the foundation of an employee’s commitment to the operations and processes of an organization. Companies that have perfected their onboarding process will see noticeable effects on the business scale, revenue growth. This also helps ensure that senior management can spend less time micromanaging and more time doing more “big picture” work. Companies that fail to invest in this process often see stagnation and bottlenecks in day-to-day operations, which can lead to a whole host of challenges. If you fail to plan, you plan to fail. 

Developing an efficient and effective onboarding experience can be very challenging, especially for remote teams. Remote work onboarding requires your recruitment process outsourcing (RPO) teams to deal with more documentation and requires time and resources. It involves carefully laying down each vital step in the process to ensure that your remote workers can find their way and won’t get buried under an avalanche of new information. Moreover, it is also critical to let your new hires know what channels they can use to find what they need, mainly if they work in different time zones. 

Another challenge that remote employees face is the lack of an emotional connection with their new teams. They can feel isolated and unsure. This is why upper management must encourage informal meetings to reach out to their new remote workers. These little things can make a significant impact and can create a strong culture within an organization. 

Onboarding Checklist for Your Remote Employees

onboarding checklist

An ideal onboarding process should last 90 days, at the very least. During this time, the employee should get all the materials and collaterals they need to get started and progress in their jobs. The process should involve going through a series of introduction meetings, training sessions, and strategic planning that should enable them to familiarize themselves with their key performance indicators (KPIs). 

Here at MulitplyMii, our onboarding managers assist our clients by preparing an Onboarding Plan and Calendar. Our dedicated onboarding managers will help bridge the gap between employees and clients and break down any barriers to success as early into the process possible. By completing this onboarding checklist, we make the process of onboarding a whole lot easier: 

  • Going through a list of tasks that would allow the new hire to learn more about their roles, the team they will be working with, and the objectives and key results expected of them. 
  • Signing up accounts for communication channels and productivity tools. 
  • Introducing them to our team via our communication platforms. 
  • Scheduling a meeting with managers and other cross-functional partners to formally introduce them to all the people they would be directly working with. 
  • Setting up a communication window if working in different timezones.

Tips for Onboarding Your Remote Employees

onboarding checklist

As soon as you bring people on board, recruitment managers should make sure that each individual has access to everything they need to become a contributing member of your organization. How do you achieve this? Here are some tips: 

Create a Two-Week Schedule

Remote workers are more challenging to onboard because of the distance and lack of face to face communication. As soon as you hire them, start developing a two-week plan. Use this to set up all the necessary meetings and training sessions. It will help new remote workers to feel less anxious. Plus, it also ensures that they are being introduced to all the right people. It also helps if they can access projects and processes that will be part of their jobs. 

As much as possible, try to mix these sessions with an informal meet and greet. This practice can ease the new hire into your company culture. 

Start Small 

Organizations hire new employees to fill a role, but it doesn’t mean that you should unload all of these tasks to your new hires all at once. Have them start working on a smaller project. Provide them with a clear plan of what you want to achieve in the first 30 days. Afterwards, you can set expectations for the next 60 to 90 days so that it will be easier for the new employees to mentally align with your goals.

Onboard in Groups

One of the challenges of onboarding is that you want to provide a personalized onboarding process while making sure that your company eliminates redundancies. The best workaround is to group your new hires into similar groups. This way, it will be easier to present them with a personalized approach while allowing them to feel a sense of belonging. If possible, add them to a communication channel where new hires can access instructional collaterals and internal knowledge bases that they can check in case they feel lost. Assigning an orientation buddy can also help. In fact, it can even boost new employee proficiency

Welcome Feedback

Never be afraid to listen to feedback. You should be actively seeking it out because that is the only way for organizations to determine what works and what doesn’t work. In a survey conducted by Gallup, only 12% of employees believe that their organization did well in the onboarding process. This data translates to an 88% improvement. Given that a solid onboarding process is critical in employee retention and organizational productivity, companies that do not invest in onboarding are losing out on a huge opportunity for improvement. Ask for feedback, and continue to improve your processes in response. 

Encourage Personal Connections

Establishing relationships among old and new hires must be done within the first week. Setting up a remote-based coffee-break can help employees, regardless of their tenure, to enjoy some non-work-related time together. 

You have to look at your new remote employees as people with the potential to become your organization’s future leaders. Don’t lose them to other companies just because your organization did not have an onboarding checklist. 

Learn how MulitplMii’s remote work onboarding process can help you improve employee retention and increase productivity. Book a call now

Business Remote Work

Employee Retention Strategies and How It Can Impact Your Business

How do you hold on to your employees? 

If your company believes that employee retention is a challenge for your HR department, you are making a big mistake and you are not alone. Many companies, regardless of their size, would often look at employee engagement as a perk. Only a handful would consider it a business strategy. Perhaps, this is a major contributing factor to why as much as 20% of small businesses in the U.S. fail within the first year of operations. As reported by the U.S. Bureau of Labor Statistics, about half of these businesses would falter by their fifth year. 

How do you make sure your business isn’t just a statistic? Here’s how: 

Employee Retention Strategies You Should Implement Now

Hire the Right People

Many organizations often hire new people because they expect a large portion of their talent pool to resign at some point. That’s why it is crucial to have a talent acquisition strategy that works. 

Employees will stick around if they know what they can expect from the company and what is expected of them. Hire the right people from the get-go and invest in them. Eventually, these practices will bring in more savings and benefits for your organization. 

Provide Competitive Salary and Benefits

A key contributing factor to employee resignation is due to the belief that their compensation is not enough. While it may be the top reason, it is not the only one. Many employees will feel valued if they have the right compensation package and access to career advancement opportunities.

Now, if your remote workers seem disengaged, it might be critical to look at your salary and benefits package. See where you can improve without compromising your budget.

Practice Constant Engagement

Employees need to feel that they have a voice and constant engagement is vital to this. Employees can become efficient and reliable if they know their efforts are valued.

No matter how busy they are, upper management needs to communicate with their teams. Both the top brass and the managers below them need to understand that engagement coming from the top is the cornerstone of employee retention. 

Engaged leaders are good at speaking and listening to their employees. Doing daily huddles, particularly if your employees are working remotely, can significantly help employees give feedback. Of course, this feedback should not only stay at your desks. They must be followed through and addressed. That’s how you build that trust among your employees. 

The sooner you can invest in your employees’ growth through your employee retention strategies, the more engaged and committed they become to your organization. The end result? Higher productivity, increased bottom line, and better organizational fulfillment. Learn how MultiplyMii can boost your employee retention, book a demo with us now. 

Business Remote Work

Pros and Cons of Offshore Outsourcing And How They Affect Your Business

Will offshore outsourcing work for your business model?

As businesses evolve with the dynamics of operations, offshore outsourcing becomes a reliable and profitable solution that organizations look into as one of their competitive strategies. While offshoring offers a strategic business approach, it still has shortcomings. Will the pros outweigh the cons? 

The Pros of Offshore Outsourcing

Outsourcing talents to a professional offshore service provider brings numerous benefits. You may want to look into offshore outsourcing if your organization needs: 

Cost-Effective Employment Solutions

Startups struggling to penetrate the market would often compromise when it comes to their employees. Outsourcing removes the burden of shouldering the costs of talent acquisition, onboarding, and managing their employees. As such, there is no need to spend on additional resources, tools, technologies, and infrastructure necessary to manage talents.

Offshore outsourcing can effectively slash your operational and maintenance costs by as much as 40-60%. How? Geographic differences equate to a massive salary gap. Suppose you need to hire a web developer. A U.S.-based dev will cost you an average of US$55,421 per year. Whereas hiring a Philippines-based senior-level web developer will require you to pay only US$23,719.44 annually. 

Access to Systematic and Proficient Pool of Talents

Once your company is working with an offshore service provider with established talent management strategies, you will get access to high-quality output, increased productivity, and a noticeable return on investment. Offshore outsourcing means that a team with technical expertise in handling verticals can assure conversions, thereby improving your bottom line. 

Fast Turnaround Times

When you are pressed for time and need competent and reliable talent, the hiring process can disrupt operations. Most offshore outsourcing companies have fast turnaround times in their recruitment process that helps companies, particularly startups, expand their team while continuing normal operations. Take the case of Mosh, an online clinic based in Australia. The company needed to expand its team to cater to a growing customer base. Unfortunately, they did not have the time to spend on talent recruitment and onboarding. 

MultiplyMii addressed this pain point by providing a bespoke onboarding process, which improved process flow and enhanced the quality of Mosh’s customer support capabilities. 

Increased Reliability 

Offshore outsourcing solutions like MultiplyMii are committed to providing their clients with reliable results. By employing a full-time employee who can work as a valuable part of the company, it is easy to see results that matter. While a company can go for a freelancer, there is always the question of reliability when it comes to their deliverables. Clients would often be left wanting, and this can hurt productivity badly. Full Time employees, albeit working remotely, can have a fixed schedule to allow everyone in the team to communicate effectively.

The Cons of Offshore Outsourcing

Language and Cultural Barriers

Organizations often have to deal with language barriers and cultural differences, which can impact business operations. It is a hurdle that most startups have to deal with. However, these issues can be quickly resolved when your offshore outsourcing provider recruits staff from a country like the Philippines, where many individuals can speak and understand English. Since the country was a former American territory, cultural differences are very minor and often unnoticeable.

Full Timezone Coverage

When you outsource your employees from a different country, this may mean that you have to deal with different timezones. In the Philippines, however, the prevalence of business process outsourcing companies allowed employees to work on a graveyard shift, allowing them to work with your timezone. If needed, multiple shifts can cover different timezones.

Security Issues

Perhaps one of the greatest challenges that businesses face when they outsource is security. Despite the presence of various Data Protection Act, security breach and data integrity remain an issue, mainly heightened in the absence of close collaboration with employees. That’s why this is where global communication comes in. Once you know how to communicate with your team, no matter where they are, it would be easier to address security issues. 

While offshore outsourcing has notable shortcomings, the benefits clearly outweigh them. There is always a workaround, mainly if you work with a reliable offshore employment service provider like MultiplyMii, which handles end-to-end HR outsourcing management from outsourcing to onboarding. Book a Demo with us and learn how we can help you run your business with more efficiency.

Business Remote Work

The Most Important 10 Minutes of your Day – Tips for Remote Work

remote work

If you have an office-based business, chances are you’ve already been largely affected by the uncertainty that the coronavirus pandemic has brought to the world. Globally, this health crisis has forced more office-based businesses to shift to a remote work set-up. 

Communication, especially amidst a crisis, is crucial to keeping business operations running smoothly. But more than the business aspect, it helps maintain understanding and mutual trust between you and your employees.

If you’re one of the businesses affected and you’re unsure of how to better communicate with your team, you can definitely benefit from conducting daily huddle meetings online. You may never have done this before because casual face-to-face interaction seemed like an adequate alternative. Now that you don’t have this option, you need to formalize this practice to keep your team aligned. 

What is a Daily Huddle?

A daily huddle is a 10-minute power-meeting that provides an opportunity for each team member to share project updates and progress, roadblocks, and challenges, as well as little and big victories. 

In office-based environments, this is a stand-up or standing meeting wherein you set the plan for the day. In a remote work setup, you and your team will be meeting online via a video call or voice call. Video calls are known to deliver better interactions since you see each other face-to-face. 

If you want to keep the essence of a standing meeting while working from home, then, by all means, remind your employees to stand. A standing meeting keeps the energy high and reminds everyone to speak concisely. 

Benefits of a Daily Huddle 

Communication is obviously important in the office-based setup that you were once in, but it is even more magnified now that your team is working remotely. The benefits of the daily huddle may seem subtle initially, but once it becomes a repeated habit, it will become the most important 10 minutes of your day.

So you might be asking, how can a daily huddle help me and my team? Read on. 

Ensures Streamlined Communication

It’s typical for employees to constantly ask about work updates or company news, but it becomes dangerous when they keep getting information from the grapevine. Use the daily huddle as your opportunity to communicate important announcements. 

It’s crucial that the information comes directly from you especially in times of uncertainty like this global health crisis. An email blast is good but you don’t want to settle with good. What’s even better is to speak with your employees face-to-face. You can easily do that online by gathering your team in a video call. 

You know that everybody is there and that your team heard it from you first. As such, you also get the chance to correct misinformation on the spot. The huddle also helps eliminate the same questions asked over and over again, thus reducing back and forth messages. 

Increases Productivity

You will never realize what a quick daily meeting can do until you keep getting interrupted by 5 different people asking the same questions. When working remotely, they can conveniently send you emails and direct messages anytime. These interruptions can quickly pile up within the day and eventually disrupt your workflow and productivity.

Address the questions with quick answers during the daily huddle so that everyone is in the loop. This way, all questions are answered in one go and employees can quickly go back to their zone of genius. 

Once your employees learn that they can expect answers to their questions in the daily huddle, you will not be bombarded with questions anymore throughout the day. 

Encourages Positivity

remote work

No matter how much your employees love their job, at some point, it can become stressful and routinary. If that is true during regular working days, then how much more so when they’re working remotely amidst the coronavirus crisis?

All the anxiety and stress of thinking about what the world is going through can negatively affect their mental health. Who knows, maybe they have a family member or a close friend who’s a frontliner. That they are scared and worried about their health and safety. 

With all this being said, a daily huddle can be an avenue for everyone to celebrate their wins and victories, whether big or small. It can also be a time for you as a leader to remind your team to still look at the bright side, lift them up, and offer words of wisdom and encouragement. It will help everyone stay calm and motivated, obviously without downplaying the seriousness of today’s situation. 

Maintain Healthy Team Dynamics

remote work

Even in an office setting, your employees might not see each other or might not speak with each other often. When someone is working on a project, it’s easy for them to get stuck in their cubicle without any interaction for a few days or weeks.

As your company or business transitions from the office to remote work, make a point to maintain healthy team dynamics. A daily huddle will ensure everyone is connected and has some sort of interaction daily no matter how quick. It will also promote trust among the team, giving you the peace of mind that everyone supports each other. 

To lighten the mood of your meeting, consider adding icebreakers to your agenda. Assign someone to prepare a fun fact, a joke, or a weird quarantine habit. Be creative and keep it exciting!

It is best to let your team understand the benefits and importance of your daily huddle. When they know why you have this meeting in place, they will be more open to participate and commit to it daily. 

Start creating your daily huddle agenda today! Download the free agenda templates here and benefit from improved remote work.

Business Remote Work

How to Lead A Successful Daily Huddle For Your Remote Team

When working with a remote team, it can be a struggle to have everyone in the same room at the same time. As a leader or manager, you can overcome this struggle by scheduling a daily team huddle online. 

A daily team huddle is a power-meeting that lasts for 10-15 minutes. It’s typically conducted standing up to keep it quick and high-energy. Your remote team will truly benefit from this daily meeting. It helps streamline communication via reliable, real-time interaction. It also reduces the feeling of isolation and makes your employees feel that they are part of a team. 

The daily huddle might be your shortest meeting of the day, but that doesn’t mean you just quickly gather everyone and wing it. When you don’t have perfect practices in place, you risk wasting everybody’s time. To avoid that, remember to keep your daily huddles effective by following our tips below. 

Tips for Working With a Remote Team

1. Keep the meeting short

working with a remote team

Daily Huddles are designed for speed and alignment, so keep it short and sweet at 10-15 minutes. In a quick meeting like this, it’s easy to go off-topic. Before you know it, your daily huddle has turned into a full-blown hour-long meeting. 

To keep your huddle short, make sure you are in control. You may also assign a meeting leader to keep things on topic. 

2. Remind everyone to stand.

Even though this is a video call and your team is working remotely, encourage your employees to stand. 

For longer meetings, people already expect that they should sit, relax, and feel settled and comfortable. 

With daily huddles, it’s important to stand to keep up the energy to make sure the meeting doesn’t go off track.

3. Stick to your meeting schedule.

working with a remote team

Respect everybody’s time. It’s a quick meeting, so start on time and end on time. When someone is late, you don’t wait for that person. Communicate the daily huddle agenda and schedule to your team ahead of time. Get everyone’s acknowledgment and commitment to join daily. 

Ideally, your daily huddle should take place at the beginning of the day and this is easy if you all have the same work schedule. For shifting and flexible schedules, find a sweet spot during the day to schedule your daily huddle. 

​4. Follow your daily agenda. 

Sticking to a daily agenda keeps your discussion consistent. Communicate your agenda to your team so that everyone knows not to go off-topic. Naturally, your employees will want to solve a problem on the spot, but take note that your daily huddle is NOT the time to problem-solve. Instead, acknowledge the problem then set another meeting to discuss it in detail. 

5. Create a speaking order.

Some employees may be more comfortable with speaking a lot, while others may just settle with listening and observing. During your daily huddles, it is important that each team member speaks. To make sure this happens, set a speaking order so that each knows to prepare.

Obviously, if you have a bigger group, this might take a lot of time and will then defeat the purpose of the quick meeting. To avoid going overtime, break the group into smaller groups and have one daily huddle with each group. If you can only afford one huddle daily, assign a team leader to facilitate each meeting.

6. Meet your team face-to-face.

There are a lot of ways to implement your daily huddles. The easiest is through a phone conference, and although it is tried and tested to work, it’s harder to interact because you cannot see each other. 

A video conference is a better way to meet your team. It allows for a face-to-face interaction despite people’s different locations. You can see your team’s expressions and it also ensures that everyone is paying attention. 

If you have a speaking order in place and a capable meeting leader, your video conference should be seamless and successful.

7. Keep your daily huddles regular.

As a leader or manager, it’s your responsibility to make sure that a daily huddle serves its purpose. For the huddle to be effective, it has to be daily. Don’t be surprised if you don’t see the value of the huddle if it’s weekly. In order for it to replace daily interruptions, team members need to have a dependable alternative.

Let your team know the importance of your huddle. This way, it will feel just like a regular part of their work routine, instead of a daily chore that they despise. It also helps the employees plan ahead and know what to say, thus saving even more time during your actual meeting.

As you go through your huddle day by day, know that there’s always an opportunity to improve and change things up. This is to make sure that your daily huddle, again, still serves its purpose. Just keep the communication lines open and set proper expectations.