These are valid questions but it's just so hard coming up with itemized list of what works and what do not. Since this is very much related to what I do in the meantime, managing people in New Zealand and Australia while I am based here in the Philippines. And I have never ever set foot on these countries. But here are a few of the things we have implemented and seem to be working out. First, draft a daily task list. Second, a daily reporting of accomplishments and action plans for the following day must be turned in using Excel or toher format. Third, a call before the day ends gives that "personal" touch. Fourth, a weekly assessment of goals relative to the monthly and quarterly objectives. Time managing between offshore and office employees ideally must be equal but most of the time, it could be 70%/30% since there is more personal contact involved with office employees. Moreso, these personal contacts or shall I say meetings with office staff can be an opportunity to generate ideas and strategies applicable and beneficial to offshore employees.

it is rather difficult, even with the ones that should be setting their foot in the door. we have kicked around what CRM platform to use, but in every case it is shot down for some retarded reason. I have never really sat down to consider the time I spend in watching over them, maybe I should so things can get done in a timely matter