Evolving Operational Practices

At HK, our goal is to work together towards the common goal. Every development process must establish clear workflows that are aligned to your business objectives. Your engineers will thrive as long as they’re given clear direction and an understanding of their timeline and performance expectations.

 

Together, we’ll identify your outsourced team’s goals for performance, growth, and cost-effective operations. As we deliver high-performance teams, we’ll provide technology and digital experiences in a globally dispersed environment, we’ll also adapt quickly and ensure business continuity in multiple geographies.

 

We’ll create established, specific, and measurable KPIs for your outsourced engineers, that are connected with your business. This will ensure effective use of your engineer’s time and cost savings for your organization.

Focusing On Strengths

We’ll work with your leaders to identify the strengths of each of your team members and confirm each engineer’s assigned tasks and/or training. When the opportunities arise, we’ll make recommendations and or suggestions for your team members.

Performance & Salary Increases

An important factor in keeping our talented resources motivated and engaged is rewarding and recognizing exceptional work. HK Consulting conducts a review of each resource from the last 12 months, to identify any earned promotion and/or justification for salary increase.

Once the Delivery Support Team identifies top performers, a proposal is drafted and sent to the client for review and approval.

Rewarding Strong Performers (Client Side)

When client’s reward their contracted teams who are delivering on quality work, it goes a long way. Rewards and recognitions help ensure that your contracted resources understand the as they continue to consistently deliver above expectations, the potential for reward exists.

 

A frequent method of reward is through spot bonuses. Clients may choose the amounts to be given, and the circumstance in which a spot bonus is earned. These bonuses are requested by the client and determined as “NET” or “GROSS” at the time of request.

Engagement

Achieving high engagement requires building a strong relationship and establishing trust with your outsourcing team. If they’re on the other side of the world and you barely have any overlap of working hours, it’s going to be very difficult to build a powerful relationship.

 

Highly engaged people in a collaborative and learning-focused environment are key for any successful project. It also positively addresses the challenge of attracting and retaining highly qualified professionals.

 

Teams need constant encouragement to seek a deeper understanding of the business objectives and the real impact of the digital products they are building, and, based on this understanding, be proactive in creating innovative solutions connected to the reality of the business.

  • Gathering and reporting feedback from weekly and monthly contractor touch points. This guides expectations, delivery, and cohesion for consultants and clients.
  • Discussing feedback and morale of outsourced teams.
  • Utilizing performance feedback provided by client as a basis for promotions, salary increases, as well as Performance Improvement Plan (PIP).
  • Conducting 1:1 meetings of contractors to identify actionable items to improve and bridge any communication gaps, build trust, and motivate; ultimately boosting their performance and avoiding potential attrition?

Knowledge Transfers

Since our clients don’t have the ability to provide a significant backlog to engage resources from the beginning, we’ve found it to be a successful practice to implement a process for knowledge transfers. We’re keenly aware that unshared knowledge can affect software development cost, contribute to language barriers, factors such as cultural differences, time zone variance, etc.  

 

From the beginning of HK’s relationship with your company, our Delivery Support Team will work to understand your business initiatives, familiarize ourselves with your IT systems, and achieve a thorough understanding to the complexity of your projects. Our goal is to also minimize risk in the Transition, Delivery, and Post-Transition phases; effective transition planning to maintain excellent knowledge transfers and change management.

 

We’ll help you build blended, multi-disciplinary teams to promote learning and knowledge sharing amongst your teams both internal and outsourced.

 

By utilizing the knowledge gained of your technical and software projects, we’ll then identify top performers within your outsourced and/or internal team, that possess both the experience and technical skills necessary to act as mentors and potentially peer-to-peer code reviewers. By partnering these top performers with new team member hires, they’ll gain access to your knowledge base, and the opportunity to review any existing artifacts.

To aid in your success, the following is also beneficial:

  • HK’s ability to visit client’s corporate locationto hire?
  • Client’s ability to visit each of HK’s locations where they’ve hired resources
  • Provide information to embed knowledge into our training/onboarding preparations, this may include but is not limited to:
    • Information – Wireframes, mockups and screenshots of UI
    • Design Specifications – A detailed outline of your design solution
    • Product Description – A functional list of product requirements and product business logic. Development Handbook - Information should include on the key technologies to be used, architecture, quality conformance rules, tools, SLDC, coding standards, programming patterns, classic documentation, and configurations to be used

Learning & Development

Our goal is to ensure that HK meets your in-house job level competencies, so as not to devalue or disrupt the team you’re augmenting. By understanding your organization’s in-house competencies and programming standards early in the engagement, we can recruit and hire staff that meets your delivery expectations.

 

In addition, we’ll follow the same interview rigor you do for full-time employees, and this includes any programming or coding assessments you may have established. We also understand that the soft skills are just as important as the hard skills.  One of the core competencies we’ll be looking for as we staff your outsourced team, is the ability for each engineer both teach and learn. The ability for the contingent staff to teach the in-house team the technology and/or skills they possess is critical for long term team success. However, this goes both ways. The in-house team needs to be able to also teach the contingent staff about their internal standards and processes (e.g. test-driven development, compliance, etc.). This two-way teaching and learning are one of the biggest benefits to your organization as it creates a learning culture that can really give your organization a competitive advantage to meet market opportunities when they arise.

 

Teams become stronger if there is a variety of skill sets and capabilities. For example, we try to build blended, multi-disciplinary teams to promote learning and knowledge sharing between members. However, we also make it clear that we will make mistakes and it’s important to see those as opportunities to learn—which is a whole different kind of strength.