By Lisa McKay, Senior Manager, Internal HR and Nellie Manktelow, Director, Internal HR
Leading, or working within, a multinational team is incredibly rewarding on a personal basis and for a business. Diverse teams bring diverse perspectives that enhance business outcomes, according to research recently published by Harvard Business Review. These outcomes include higher performance in recruitment, retention, decision-making, innovation and more.
However, managing a cross-border workforce comes with a myriad of challenges. A thoughtful strategy is needed to ensure strong collaboration and effective contributions.
The following are key areas to focus on, and proactively develop, for building a cohesive multinational team:
Effective Communications: Bridging the Gaps
One of the most crucial aspects in managing a multinational team is effective communication. Differences can lead to misunderstandings and misinterpretations, which hinder collaboration.
All team members need to be aware of language strengths and nuances in their working environment. Keep communications clear and concise. In a remote environment, you need to ensure you communicate on a group-wide and 1:1 basis regularly so that goals, roles and responsibilities are clear. It’s also helpful to engage in some fun, non-business communications to build camaraderie and a sense of belonging.
Successful teams leverage diverse decision-making approaches, using different perspectives to reach high-quality decisions.
Building Trust: The Currency of Team Cohesion
Trust is the currency of any successful team. Trust is built when we prioritize the well-being of our team members. Trust can be fostered by being transparent, consistent and approachable with the team. This helps team members feel comfortable sharing their feedback while also better understanding the contribution they make.
Engaging with people as individuals helps to create trust and bonds needed for a strong, successful team. Trust, being our “currency,” is invaluable in establishing a solid foundation for collaboration and innovation.
Cultural Sensitivity: Respecting Differences
Be aware of the cultural sensitivities and norms that may drive behaviors of some team members. Do some research through the many great tools online as well as books on this subject so that you know what to expect.
For example, communication in Western cultures is typically direct and explicit. In other cultures, meaning is embedded in the way the message is presented. Yes, you will be using generalizations when identifying the needs and behaviors of the different geographies in your teams. However, in addition to this, you get to know your team as individuals. What are their priorities? What drives them? What frustrates them? Be open to their feedback and adapt as needed.
Adaptability: Navigating a Dynamic Global Environment
In a rapidly changing global business landscape, adaptability is crucial. Multinational teams must be flexible and agile to respond to market demands and people dynamics.
If you are leading a multinational team, one leadership style doesn’t fit all. Consider your team’s cultural norms, experience and skill levels. Also, factor in varying comfort levels with remote work. Be sure to encourage colleagues from different locations to speak up during calls. Notably, some team members may prefer 1:1 calls or written communication.
By fostering a growth mindset, leaders can help team members embrace change and view it as an opportunity for development.
Encourage Collaboration and Inclusiveness
Some team members will thrive in a fully remote environment, while others may struggle. They may miss in-person interactions or hesitate to ask for help via messaging instead of stopping by a desk. As a leader or colleague, be open to team members’ requests and actively check in on their well-being. Remain curious if they seem to be struggling.
Mentorship, a buddy system and your availability as a leader can go a long way when managing a cross-cultural team.
Regular Feedback: Continuous Improvement and Engagement
Your team and colleagues need to feel seen and heard. Engage in regular conversations about what is going well and what can be improved. Then make sure you follow through with the improvements and close the feedback loop.
Constructive feedback should be given with the genuine intention and perception of being helpful to individual or team growth. By engaging and encouraging these conversations, greater trust is built.
Respect for Time Zones
Global teams may require early or late calls, due to varying time zones. Organize calls with this in mind. As a leader, take part in early and late calls yourself. Rotate call times and invite only essential participants. Record regular catch-up calls for those who can’t attend live.
Have a Guiding Vision
Your cross-border teams need a strong guiding vision, regardless of their location or role. As a leader, ensure everyone understands their function and their contribution to business success. Be sure to communicate this regularly.
The global work environment evolves quickly. For effective collaboration, everyone must understand the mission, vision, success criteria and how to achieve them.
Looking Ahead: Turning Differences Into Superpowers
Working within multinational teams offers significant growth opportunities for leaders and colleagues. By prioritizing the eight areas above, you create a psychologically safe environment. Psychological safety, according to research from McKinsey, not only fosters team cohesion but also enhances business outcomes.
Managing a global team brings a diverse perspective, which is a powerful asset. When harnessed effectively, it can motivate your teams, drive performance, foster innovation and advance your organization.
Contact us to learn more about how GoGlobal’s cross-border HR solutions can help you engage and manage a cohesive multinational team.