As I mentioned before, putting an offshore team together is just the first step.

Once you have your team members in place, you need to define their roles. And you need to do that early on.

If you don’t do that right away, some employees may have their responsibilities overlap. This could lead to conflicts, affecting the team’s productivity.

But, roles are not the only thing that can affect your team’s productivity and cause conflicts. What matters is how your team members communicate with each other.

You see, efficient communication is the backbone of any business. And, having some of your team members on the other side of the globe doesn’t make it any easier.

To reduce the impact that the distance can have on your offshore team, consider giving them independent projects. You can do that by preparing the project in a way that allows your offshore team to start working on it right away. With as little unnecessary communication in between as possible.

That way, instead of constant back-and-forth, you can focus on regular check-ins. These will help you ensure that everyone is on the same page.

Of course, communication doesn’t focus just on the kind of tasks that you send offshore. If your team members come from different countries, don’t forget about cultural differences.

For example, Americans can be very direct. They want and expect others to ask for help if they need it.

But not all your team members will work that way. Understanding that – and other differences – helps avoid misunderstandings.

And, the bigger the differences, the higher the risk of a conflict. That’s why, in some cases, you might want to consider some sort of sensitivity training. A team that understands cultural differences helps ensure all processes run smoothly.

And that’s when you know you have a well-oiled machine ready to help you onboard and process new clients.