In any outsourcing engagement, developing talent is directly related to improving maturity, gaining efficiencies and increase productivity on teams.

Managers who invest time and effectively develop talent have

• 25% better performers
• 29% more committed
• 40% more likely to stay than their peers

For exactly the above reasons, Building Talent” is one of the important dimensions in any outsourcing engagement. Building Talent over a period of time helps develop maturity on the teams and pays immensely to retrain other resources as new recruits join. If you understand the pyramidal structure in any relationship, the longer the resources stay and move to the top of the pyramid, they help guide others at the next levels helping with maturity.

Here are three ways you increase your own effectiveness in developing the talent on your teams.

1. Make work meaningful – Many associates know what they should be doing, but they may not understand how what they do makes a difference to the business. Your job is to connect the dots. People who understand how their work fits into the bigger picture are more engaged, higher performers, and more likely to stay with the account. Take every opportunity to help your teams understand the impact of their work on your outcomes and how what they are doing is helping them develop professionally. Don’t assume it’s obvious!

2. Check-in regularly and deliver feedback in real-time – Performance feedback, whether positive or constructive, shouldn’t be limited to formal mechanisms, via their Managers or during mid-year or end-of-year discussions. Checking in with your direct reports on a regular basis and delivering real-time feedback creates transparency and encourages two-way discussions. And when you check in, don’t just talk about performance. Take time to ask questions about your associates’ overall experience as well—you’ll likely learn something new and insightful, and they will feel heard!

3. Assign a variety of projects to build capabilities – know the 70-20-10 rule? 70% of our development comes from our day-to-day work, 20% comes from mentoring and coaching, and 10% comes from formal training. Day-to-day work activities are the best opportunities to help associates strengthen and develop new capabilities. Assign a diverse set of projects that will challenge your associates to continue adding to their personal portfolio of skills and knowledge.

Don’t forget to use collaboration tools if you cannot get face time, if you do get an opportunity to meet use that to your fullest advantage.