As the ‘Future of work’ straddles between ‘hybrid’, ‘fully remote’ and ‘in-office’, one of the greatest challenges can be to manage employees who hail from many different countries, where the mindset toward careers, families, work-life integration, and boundaries can vary greatly. Understanding how to manage cultural differences can have a huge impact on your success in managing a global workforce.
Here are some tactics and strategies one can deploy to manage a culturally diverse and distributed workforce. Small steps will make a big difference to the company that’s growing in size and diversity, whether they are established corporations or a startup.
Our cultural background shapes our worldview, how we interact with each other, and how we communicate and behave. As People partners, we should celebrate a diversity of personal cultures but work to establish a strong company culture that drives how our teams engage with each other, collaborate, work together, and also respect and trust each other.
Be intentional about the culture you want to build as culture is not going to build itself.
From one culture to the next, the differences in how workers approach their day can be astonishingly broad. What a strong work ethic looks like in one culture might be completely different compared to another.
Walk the talk - When it comes to improving diversity, it has to be an intentional organizational priority. Clearly state your philosophy about diverse teams, put processes in place that encourage hiring from diverse backgrounds, have processes that promote diverse candidates, and have a plan for creating an inclusive atmosphere for everyone to bring their whole selves to work. Remember, good intentions can only take you so far, build good mechanisms to follow through!
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