How to manage workers who work abroad? Having more managers there or regular contact with them?

Good morning, everyone! We are Vietnam Manpower JSC located in Hanoi, the capital of Vietnam. We provide workers from Vietnam to work abroad. Currently, we have many Vietnamese workers working for our clients overseas. They perform well, but I would like to know how to manage them more effectively. Our workers typically work in groups of 10 to 20, led by a foreman proficient in English.

Improving Management of Overseas Workers

Could you please suggest ways to improve our management when we are in Vietnam and our workers are abroad? Should we have more managers present or maintain regular contact with them to motivate better performance? We always aim for our workers to perform at their best and be satisfied with their jobs.

Thank you very much.

Sharing some thoughts that I hope will work for you:

Key Aspects for Managing Overseas Workers

- Set clear boundaries so that they understand when they can make decisions and when they need to defer to corporate headquarters.
- Provide them with a comprehensive and clear understanding of their roles, performance targets, and regular, objective feedback.
- Ensure proper documentation of policies, procedures, authority limits, roles, and responsibilities to reduce any confusion.
- Know your international staff well to have confidence in their professionalism and integrity. This involves careful selection, induction, training, and company orientation.
- Trust your international staff to work in the company's best interests and to the best of their abilities.
- Maintain regular contact through planned emails, telephone calls, or video conferencing.
- Planned visits are beneficial, but as you get to know your employees better, they may become less necessary. Regular communication is key, preferably through voice and written means.
- Ensure they receive all communication distributed to local employees. Involving overseas staff in communication and decision-making can have a positive impact.
- Keep them informed about business developments and maintain cross-business communication.
- Include representatives from distant locations in working committees.
- Acknowledge their successes and special efforts through rewards and appreciations.
- Provide support during challenging times.
- Remember them personally, for example, by sending flowers on birthdays or celebrating new arrivals.
- When a new member joins a country team, a welcoming telephone call can help them feel a sense of belonging.
- Be sensitive to and respect local customs to maintain their respect, enthusiasm, and commitment. Demonstrating adaptability by acknowledging and respecting local behaviors and seeking advice from those familiar with the territory is essential.

Regards

Thank you very much for sharing. Now, we are also in more contact with them and have representatives to solve problems abroad. However, the number of workers is quite large in comparison with the managers, so we still face a lot of challenges.

Thanks a lot!