The Key to Getting the Most Out of Your Nearshore Software Team

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Smaller tech companies can compete with larger firms by using nearshore teams. Understanding how to effectively manage their nearshore teams can make a difference in whether or not their investment pays off.

Smaller software development firms can do a few things to keep their remote engineers engaged and not feel isolated. It is important to find what motivates your team, even if it is a team of one.

Why outsourcing to a nearshore software development company might be the right move.

Social support is provided.

More than likely, your nearshore team members are also working from home.

Many software developers thrive in a remote working environment if they are given clear direction and an understanding of their timelines and performance expectations. Every developer has different needs, so figuring out the right kind of communication and how much is an essential part of the hiring process.

One of the more successful models of engagement is the scheduling of brief conversations. In the morning, begin with a phone call or email to go over the plan for the day and let your nearshore workers know when you're available for questions. To make sure everyone is on track, touch base midday and then spend some time going over recent submissions. Make sure to check in at the end of the day.

Close contact keeps projects on track, but don't micromanage your remote teams. Talking shows your developers that you are available. It is easier when you have established a good relationship with the person.

It is not just professional social support that you should provide. Consider hosting a monthly lunch and learns where everyone can eat together and participate in-person or on the internet, with different group discussion topics related to your field. Friday happy hours can be either in-person, remotely or both. These gatherings help build trust.

How to hire a software testing team.

Benefits and salary are attractive.

The best talent can be found if the salaries are competitive. One mistake that US software development companies make is lowballing their teams by using a stronger dollar in Latin American countries to make their remuneration packages look more competitive.

Many nearshore techs, especially those with niche skills, may be in high demand from your competitors. Financial considerations are usually more powerful motivators than the working environment and sense of camaraderie that may inspire better performance once your team is in place. You should keep an eye on the market and evaluate salary levels for the skills you need. Don't be surprised if your top talent leaves if you pay less than the going rate.

You can consider perks like a bonus structure, paid time off and sick leave.

It can be difficult to navigate health insurance when you are working in other countries. Monthly stipends for longer-term teams are one way that some successful small software companies handle this. Others seek group policies with coverage throughout most of North America and offer them at reduced rates to their long-term contractors.

Getting the most out of your nearshore development teams means being involved and engaged, finding the right mix of support and a positive working environment, and a proactive approach to the right benefits and salary package. You will see the best results when you find that sweet spot.

Soft skills are a necessity in the nearshore industry.

The Entrepreneur Leadership Network has a contributor.

Steve Taplin is the CEO of Sonatafy Technology, a premier nearshore software-development-services firm that provides its clients with expertise in cloud solutions, web and mobile applications, ecommerce, big data, and DevOps practices.