accounting firms can thrive in an international economy by leveraging remote work and offshoring.
accounting arc
with donny shimamoto
center for accounting transformation
in a recent episode of accounting arc, hosts byron patrick, liz mason, and donny shimamoto took a deep dive into the pros and cons of remote work and offshoring in the accounting profession. as experienced professionals who have successfully navigated the shift to remote environments, they provide key insights into the benefits and challenges of this new working landscape.
patrick, vice president of client success at the b3 method institute, has embraced remote work for over a decade. he shares his personal preference for the flexibility and efficiency it offers. “i can’t imagine a world in which i don’t work remote,” he confesses, highlighting how ingrained this mode of work has become in his professional life.
mason, who launched her own remote practice in 2013, high rock accounting, emphasizes the freedom and adaptability that remote work provides, particularly for individuals with adhd who thrive in varied environments.
the discussion also touched on the significant challenges that come with remote work. one key issue is the need for intentional communication and well-defined processes to manage remote teams effectively. shimamoto, founder and managing director of intraprisetechknowlogies llc and founder of the center for accounting transformation, stresses that successful remote management requires a deliberate change in mindset and approach. “you have to intentionally change the way that you manage and really think about what is going to work for remote versus an office team,” he explains.
offshoring adds another layer of complexity to the mix. managing teams across different time zones and cultural backgrounds requires a higher level of communication and process maturity. however, when done right, offshoring can significantly enhance an organization’s capabilities and cost-efficiency. mason notes that it’s essential to understand and plan for the additional challenges that come with international teams. “it’s like level two of managing remote teams,” she says, referring to the need for greater communication and cultural sensitivity.
one of the critical takeaways from the episode is the importance of clear and structured communication. “the more you limit communication, the more you amplify inefficiency,” mason says. this principle holds true whether managing domestic or offshore teams. effective communication is the linchpin that holds remote work together, ensuring that all team members are aligned and productive, she explains.
the role of technology in enabling remote work was another focal point of the discussion. the hosts emphasize that investing in the right tools is crucial for facilitating seamless collaboration. remote work should not be about cutting costs but rather about reallocating resources to support technology and team-building efforts. successful remote teams leverage technology to stay connected and maintain high levels of productivity.
in their conversation, the hosts also touch on the social aspects of remote work. they acknowledge that while remote work offers numerous benefits, it is essential to find ways to periodically bring teams together in person. whether through annual retreats or regular team-building activities, fostering personal connections helps maintain a cohesive and motivated workforce.
remote work and offshoring, when managed effectively, can unlock new levels of productivity and global talent access for accounting firms. by prioritizing communication, structured processes, and cultural understanding, organizations can navigate the challenges of this new working paradigm and thrive in the evolving global economy.
10 key takeaways
- effective communication is crucial for managing remote and offshore teams. structured and intentional communication helps ensure that all team members are aligned and productive.
- having clear and well-defined processes is essential for remote and offshore team management. it reduces ambiguity, enhances efficiency, and helps teams understand their roles and responsibilities better.
- managing international teams requires sensitivity to cultural differences and time zone challenges. understanding and planning for these differences can improve collaboration and team cohesion.
- investing in the right technology tools is critical for facilitating seamless collaboration among remote and offshore teams. these tools help bridge the gap created by physical distance.
- while remote work offers flexibility, periodic in-person interactions are vital for maintaining team cohesion and morale. annual retreats or regular team-building activities can help foster personal connections.
- both managers and employees need to be adaptable and flexible. managers should adjust their management styles to suit remote environments, while employees should set and respect boundaries to maintain work-life balance.
- remote work allows access to a global talent pool, providing opportunities to hire the best talent regardless of location. it also offers flexibility and can lead to increased job satisfaction.
- remote work can be challenging due to distractions, lack of face-to-face interactions, and the need for strong self-discipline. addressing these challenges requires intentional effort and strategic planning.
- remote work can provide greater accessibility for workers with disabilities, enabling them to participate more fully in the workforce.
- effective remote management requires more effort than in-person management. lazy management practices, such as lack of clear processes or micromanagement, are more likely to fail in remote settings.