The tech industry pioneered the concept of remote work. But there are more human ways to innovate and connect overseas.
Before remote work became the new normal, a number of technology-focused companies were already on board with working from home. Today, 85% of tech workers perform their jobs fully remotely or follow a hybrid working model.1
Here at AYP, we identify some key practices in the technology sector that have made remote work, work. If you’re looking to set up an overseas tech team in the region, you’d do well to incorporate them into your overall strategy.
Tip 1: Ditch the 9-5 Mindset
In most industries where employers keep a keen eye on how many hours their employees spend working, the tech industry has taken the lead in adopting a results-based approach. Employers would do well to evaluate their employees’ productivity through the quality of their work and their adherence to key milestones, rather than dictating when and how they carry out that work.
Tip 2: Make Yourself At Home
In today’s gig economy, it’s common to hire contract workers on a project basis. However, doing so on foreign shores can be a tricky venture. An EOR can perform the basic function of setting up a legal entity and onboard your employees, but why stop there?
A good PEO can help provide specialised services such as benefits management, and comprehensive virtual onboarding, and even assist in monitoring and improving employee productivity.
Tip 3: Automate Whenever Possible
It’s no secret that modern, AI-based technology allows for the fulfilment of tasks that would have normally been performed by humans. Leave the drudgery to programs and apps so that your employees can stay motivated and focused on innovating and pushing the boundaries of what they can achieve.
This doesn’t just apply to tech work, but to other areas that keep your organisation running smoothly. Platforms like AYP Global Pay can help handle the administrative work, freeing up your HR teams to focus on the human aspect of the organisation.
Tip 4: Stay Connected with Employees
Building close-knit, connected teams can be tricky when your interactions are limited to online meetings and chat conversations. It pays to carve out team bonding sessions as well as regular one-to-one meetings with managers to ensure all team members are well supported.
The agenda for these meetings should be to gather feedback and check in on employees’ mental health, rather than being specifically work-related. EORs are unable to provide these benefits, so be sure that your overseas hiring manager is ready to take on the responsibility.
Tip 5: Remember That Culture is Everything
While trying to build a strong company culture, ensure that you’re not neglecting your employees’ own local culture. This is especially important when you’re hiring remote workers from countries or regions where you may be unfamiliar with communication styles, standard work practices, family commitments, and other cultural norms.
Most organisations hiring overseas will have to undergo an adjustment period as they align their new foreign-born teams with the company’s goals. Instead of an EOR, go for a PEO to offer the expert advice needed to implement country-specific policies and specifications that account for your remote team’s unique needs.
Here at AYP, our professionals are equipped with in-depth knowledge and expertise of culture, laws and regulations across Asia Pacific. Whatever your industry, we can help you make the most of your remote teams and build a better organisation.
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