Juan Diego Barrera SandovalFrom a global perspective, Latin America scores poorly on productivity. But there are specific remedies to reverse this trend in the tech workplace.
Recent research highlights the need for an approach that values cultural understanding to maximize each country’s unique advantages. In November, the Economic Commission for Latin America and the Caribbean (ECLAC) reported that the region’s productivity rate is, on average, less than one-fourth of the United States’.
This perspective can also help build strong international teams. For example, Mexican teams’ skill in building relationship can strengthen the company to make the most of Chile’s process-driven innovation, while Argentina’s creativity can work well with Brazil’s ability to scale. As former IDB president Mauricio Claver-Carone pointed out in 2019, Latin America’s $78 billion nearshoring potential isn’t about copying Silicon Valley but embracing its own mix of social creativity and technical drive.
There’s another side to the story. Tapping into Latin America’s productivity strengths requires discipline and effective organization tools, both to accomplish directive tasks and to monitor team progress.
Nearshoring success, therefore, depends on two key factors: business leaders’ ability to understand Latin culture and their skill in managing the distractions that come with setting up offshore operations.
Cultural impact on productivity
For U.S. firms to succeed in Latin America, they must adopt hybrid management models. This means combining approaches like Mexico’s consensus-driven decision-making with Argentina’s fast prototyping or Chile’s strict compliance with Colombia’s community-focused design. Companies that navigate these differences effectively can tap into a talent pool where cultural diversity becomes a competitive edge rather than a challenge.
For example, World Bank trials in Monterrey’s tech hubs show that Mexican teams perform best with collective rewards. Group-based bonuses increased their work speed by 31%, while individual incentives led to only a 12% boost. A 2020 Harvard Business Review study supports this, stating that “Mexican work culture emphasizes hierarchical structures and relationship-building, which can slow decision-making but fosters strong team cohesion.”
This contrasts with São Paulo’s workplace culture, where public recognition improves productivity 23% more than financial rewards. A 2018 Latin American Business Review study found that “Brazilian professionals often prioritize interpersonal relationships and networking, which can enhance collaboration but may also lead to inefficiencies in project timelines.”
Colombia’s relatively low productivity is partly linked to its high number of public holidays. Recognizing this cultural factor can help businesses shape work structures—either by adapting to local norms to support employee satisfaction or by setting expectations closer to U.S. standards, often with compensatory measures to balance the difference.
Experts’ guide to leadership tools in the tech services sector
Navigating through an offshore market requires a delicate balance. It’s a mix of innovation awareness, protection against time diversion, organizational tools, and comprehension of behavioral pattern. Damien Filiatrault, CEO at software developer agency Scalable Path, puts it clearly: “Staying productive isn’t about working harder—it’s about cutting through noise and focusing on what moves the needle.”
His approach is simple yet insightful, helping organizations recognize the diverse challenges and learning opportunities that come with managing outsourcing businesses.
Filiatrault explained: “It’s not about the latest app or hack—it’s about building systems that remove friction so you can focus on what matters.”
In other words, company leaders should see self-organization as a way to structure priorities based on weekly needs, assigning dedicated time for each task.
This means setting aside specific time slots for daily responsibilities like employee check-ins, idea brainstorming, pitch preparations, public relations, and cultural or language training—or any other key priorities. The essential part is using technology and behavioral science to manage time effectively.
James Dyble, one of the experts behind the time management tool VELCOA explains an underlying concept behind this approach: “I believe in the power of Parkinson law, the law which states that you will complete a task in the timeframe you give. If you give yourself 2 hours, you will manage to complete it, if you give yourself 5 hours, you will still get the same job done but it will take 10 hours. As a result, I am constantly setting deadlines, I set deadlines for everything and not just for work related tasks. I even use deadlines for house tasks and you will be surprised just how much can be done in such a short space of time.”
Dr. Rajesh Rolen, is the co-founder and CEO of India-based software developer Microlent Systems. He provided us with an insightful list of tech tools and behavioral time management protocols that make up his workflow structure as a software development provider:
“I leverage ChatGPT, Zapier, and our in-house AI-RPA tools to automate workflows, manage projects, and streamline decision-making. Before those, I was stuck performing repetitive queries, documentation, and updating projects manually. Zapier is particularly crucial as it helps ensure my teams are active without me having to micromanage them. Microsoft To-Do, Google Calendar, and Bitrix24 help me prioritize tasks and stay on track by efficiently applying deadlines. I follow the Eisenhower Matrix, the 4Ds of Time Management, and the Pomodoro Technique to maintain high concentration levels.”
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