Even for people who don’t get cut offshoring adds to my workload so it essentially lowers mu salary. How? Because I now have to coach and fix the mistakes these new “equal partners” make every day. Add that to my regular job. H1B Visas are changing and hopefully offshoring will get hit too.
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Only 15%?. You are doing great!
Equal partner my foot! Most of them don’t know how to complete a full sentence in English. I guess that’s no longer a requirement to get hired in India.
what's really funny is that those offshored staff are part of BRICS! Yes indeedy, they are aligned with other countries that don't like us at all! Wonder if anyone at this brilliant institution of a bank has figured out that political issues could turn this "workforce" into a huge liability and security risk......hmmmmm........
lol, HY would respond to the 'proper channels' complaint by replacing OP with H1s, contractors, and I&Ps. The workload situation is intentional. It's not a bug.
Have you documented these workflow issues and discussed them with your manager or HR? It sounds like you're dealing with a significant increase in workload due to having to correct offshore errors, which should be addressed through proper channels rather than just hoping policy changes will fix it.
Your situation - constantly having to "coach and fix mistakes" - should be documented with specific examples and time spent. This documentation could help management understand the real cost of these workflow issues and potentially lead to corrective action or proper resource allocation.
But here's the bigger question: are you setting boundaries? Or are you continuing to accommodate this increased workload without pushback? This bank has a documented history of creating psychologically unsafe environments (the account scandal is a prime example), and employees often feel they have to keep saying "yes" to unreasonable demands.
Consider this approach: document the specific failures and their impact on your time, discuss this with your manager as a workflow/process issue (not a personal complaint), and set clear boundaries about what you can realistically handle. If management doesn't accommodate legitimate concerns, that's when you have proof of the systemic issues.
Also - are other colleagues experiencing the same workload issues? Getting others involved might strengthen your case for process improvements rather than just individual coping.
The goal should be creating data-driven solutions, not just venting. Your documentation could actually help leadership implement better offshore partnership processes.