The Evolving Contingency Contracting Market PKSOI Papers | Page 28

6. Nepotism will happen but can have a positive effect.
Introducers feel a sense of responsibility should
their chosen worked cause problems. Use this
to your advantage to manage local staff in an
effective and secure manner.
7. Normalize employment standards for local staff.
Provide high standards – including insurance,
social security, food and accommodation – for
local staff to minimize resentment, or the “them
and us” attitude toward expatriate personnel.
8. Pay on time, all the time and “look them in the eye”
when you do it. Respect and loyalty are earned
primarily through the payment of wages.
9. Always monitor and question what is happening
and why. Use a senior staff member, who does
not have direct management responsibility
over the specific tasks, to monitor and question
every action and receipt, ensuring loyalty to the
line manager.
10. Visibly respect your staff. Empower your staff,
give them real responsibility, and take an interest in how their culture works.
11. Select each team with extreme attention to detail.
Carefully select teams to ensure the balance of
local tribal power is reflected in them.
12. Hire expatriate staff who have an interest in the culture. Employ expatriate staff who are prepared
and able to act as mentors for local staff, using
nuanced and culturally acceptable practices.
13. Continuously invest in internationally accredited
training. It is a signal to local communities that
you are a long-term, trusted partner.
14. Spot opportunities for developing staff from within.
Long-term staff are more experienced, better
trained and have a stronger connection to their
employers.
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