4 factors that cause lack of engagement in outsourcing developers
4 factors that cause lack of engagement in outsourcing developers

Lack of engagement is a real problem if you deal with outsourced developers. In this text, we list 4 things that lead to this situation and explain how to avoid them. Check it out!

Have you considered outsourcing your software development? What is keeping you from doing so? Maybe you even have invested in this strategy in the past but were not convinced by the results. This is absolutely normal. Although this kind of arrangement brings many benefits, it can be extremely frustrating if not properly executed.

We are talking about a complex approach that involves hiring people from outside your in-house team and, in most cases, from outside the country itself. Managing people with different cultural backgrounds may be harder than you think, but many companies keep investing in outsourcing models. Why? How do they work around these challenges and achieve success?

This is what we will discuss in this text. Besides clarifying why this strategy remains very popular in the IT market, we will discuss the importance of motivating team members and list the 4 main reasons that may cause a lack of engagement. And, of course, we will explain how to overcome such obstacles. Ready to learn more? Keep on reading!

Why are many companies investing in outsourcing development?

The decision to outsource development teams arises from different conditions. A startup may choose this arrangement to find the professionals necessary to develop its projects. The traditional hiring method is still around but is usually too slow for a segment that requires quicker processes more than ever.

Another reason that leads many businesses to choose the outsourcing model is the need to work on a limited budget. It is possible to establish partnerships with specialized companies that provide the professionals you need and cover their labor expenses. That means you'll only pay the outsourcing company, not having to worry about wages, training costs, etc.

But agility and cost-effectiveness are not all. If you do not work with really qualified talents, experts in the most prevalent technologies, your project will not achieve its goals. Through outsourcing, you can access a much larger base of talents, expanding your chances to find a candidate with the soft and hard skills you are looking for.

After you find them, it is crucial to keep them engaged. If you fail to do so, they will not reach their full potential. Keep reading to understand how this can damage your results and what you can do to avoid this situation.

Why is it important to keep developers engaged?

Developing software requires a lot of technical skills, of course. But that is not all. In any field of work, a professional who is not motivated will not achieve high productivity levels. When we talk about the outsourcing scenario, this becomes even more relevant; engaging outsourced talents may be more complex than working with in-house members.

It all starts with the onboarding process. If the newcomer is not properly presented to the company's values and objectives, it will be harder for them to feel like they are part of the team. Consequently, they will experience trouble adapting to the work routines your teams are already used to and deliver less than they could.

Besides jeopardizing your project, this may even damage your brand's reputation. Recruiting talent is an increasingly competitive task, and if your business is not considered an excellent place to work, it will be hard to attract and retain the best personnel.

To avoid this lack of engagement and its consequences, the first thing to do is to understand what causes it. Then, you can take actions to avoid — or revert — this problem.

What are the 4 main reasons that may cause lack of engagement (and how to work around them)?

The struggle to maintain developers engaged is considered one of the pitfalls of outsourcing. However, overcoming it is not as hard as it may seem, particularly if you can rely on a specialized partner.

1. Cultural differences

When a company decides to outsource development, it usually chooses either the nearshore or offshore models. In both cases, cultural differences may pose a challenge for managers to engage the developers. They come from varied backgrounds, reflecting on how they carry out their personal and professional activities.

It is important not to look at this as a negative factor. Diversity is a very positive factor to improve the workplace, but you have to figure out how to integrate the new members.

Having a strong organizational culture is a critical factor, but the best solution is to count on outsourcing companies responsible for ensuring cultural adherence and conducting appropriate onboarding processes.

2. Communication barriers

Even though English is considered the universal language, many people are not fluent speakers. This may cause real problems in a collaborative project, where professionals must be ready to actively communicate and follow very specific guidelines.

That is why you want to make sure the professional you hire is able to communicate in English effectively. By finding a partner with access to a diversified talent base, you can easily ensure it.

But language is not the only communication barrier. Time zones issues are very frustrating to both managers and workers. Just imagine you set a meeting at 3 p.m. in California and expect a developer based in China to participate. Complicated, isn't it?

The problems caused by time zones are turning many companies to a new market: Latin America. Geographically closer and with fewer cultural differences, countries like Brazil offer high-quality software engineers who are ready to participate in your projects.

3. Lack of specific soft and hard skills

When bringing a new member to your team, you have to consider both the hard and the soft skills. The first refers to technical capabilities that one can learn through practice or experience. Soft skills are harder to develop and identify but just as crucial for your business' success.

Again, relying on a trusted partner will solve this problem. The best outsourcing companies must ensure that the professional allocated in your business is the perfect match for your needs.

For that, it is vital that they not only consider the candidate's skills, but also analyse behavior profiles and cultural adhesion. This process plays a central role in establishing mindset alignment.

4. Failure in providing the conditions needed for home office

Remote work is here to stay. Even companies that don't outsource are adopting this practice to reduce costs and provide their professionals with more flexibility. Naturally, when you outsource development, you will likely include remote workers in your projects. This is great, but you have to provide the appropriate conditions.

Remote workers must be able to use the tools and software involved in the project without any problems. They must also be able to actively communicate with team members and receive clear and direct instructions. If you don't have the infrastructure to guarantee that, you may observe a lack of engagement.

Therefore, when looking for partners to implement your outsourcing strategies, make sure they provide their talents with what they need to fulfill their work routines following your quality pattern.

Lack of engagement from your developers will result in less quality and higher turnover rates. As you could observe throughout the text, one of the best ways to avoid this is looking for an outsourcing company. However, finding the right partner requires a strategic process, as you need to find one that truly fits your needs.

Why are most outsourcing companies not good enough? Find out more in this text and learn how to find the best ones!

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