Due to cultural differences, there might be some obstacles to overcome when working in a multicultural team. It can be managed effectively by extending support to the team.
“Corporate Culture Matters. How management chooses to treat its people impacts everything for better or for worse”
-Simon Sinek
Some years ago, it would have been difficult to work with people from other countries and cultures, but today it’s the norm. COVID-19 is enabling teams all over the world to come together to work towards a common goal of acing remote work engagement. As the world gets smaller and more interlinked due to technology, workforce become less and less homogenous. Multicultural teams have a holistic understanding of team cultures and effective remote working strategies, but they do face certain challenges. Due to cultural differences, there might be some obstacles to overcome when working in a multicultural team. It can be managed effectively by the team managers extending their support to the team
Here are 8 ways in which Managers Can Support Multicultural Teams.
Change begins within oneself. Managers must check their own attitude towards different cultures to begin with.
Being open-minded allows leaders to see things from a different perspective or how things can be applied in new and novel ways. Leaders can find opportunities, or opportunities can find leaders . . . as long as the leader is open to them.
They should also promote this open-mindedness amongst the team members and respect each one’s culture.
Language barriers do not only address problems faced by people from different countries, it also includes language barriers in proficiency. Managers can help overcome this barrier by finding a common language to communicate amongst the teams and encourage its use.
Encourage team members to learn a few phrases in each language.
Make the team members comfortable enough to ask and repeat questions
- Use easy and plain language.
- Use more visual methods of communication.
- Use repetition
Without team building activities, diversity is meaningless. As a manager, diversity and inclusion should go hand in hand for you. You must arrange for team building activities to encourage people to learn more about one another. It helps to build a happier workplace with the best financial performers.
Apart from strengthening the bond between the team members, it helps the team to think and come up with creative solutions.
Check out Ricotta Trivia for fun games on Slack.
“Without empathy it is not possible to get the best from your team, so for this reason it is the key to everything” says Satya Nadella, CEO of Microsoft
Empathy is the most underused tool in work places. In fact a multicultural team must have empathetic team members to help build trust in the team. It starts with the managers and takes practice. Making an attempt to understand what your team is experiencing helps your relationship with them thrive and helps in increasing the quality work.
“Diversity is having a seat at the table, inclusion is having a voice, and belonging is having that voice being heard.”
The managers must give a voice to the team members and give them a sense of belongingness - if only they stop focusing on diversity and start focusing on inclusion. Value the opinion of each team member. A diverse mix of voices leads to better discussions, decisions, and outcomes for everyone. Remember, smart teams will do amazing things, but truly diverse teams will do impossible things.
Speaking a foreign language at the office should only be done if everyone is fluent in it. It's also a good idea to keep up with political developments in co-workers’ home countries, particularly in the areas of war, ethnic strife, foreign involvement, and regime change. When discussing foreign politics, exercise prudence.
Make an effort to be unbiased and avoid discussing contentious or politically heated topics. When working with a multicultural team, it's far preferable to concentrate on work and connection building rather than thorny issues.
In summary, communicate with each employee by giving both positive and constructive feedback on a regular basis. Do not give people who are different from you an easier or harder time. Treat each of your employees fairly and equally. Give each person opportunities to shine and grow.
Finally, be aware of a country's perceived "status"; the United States, for example, has a dominant pop culture, which is likely to upset others. It is always advantageous to be courteous as well as endeavor to make the workplace a safe and neutral environment.
It is more crucial than ever to provide a safe space for employees while managing a multicultural company. People can open up in safe and confidential environments, fostering improved communication and addressing issues more quickly and effectively.
Miscommunication can happen in any job, but it's particularly dangerous in multicultural settings. When communication breaks down, people need to know they can talk to someone anonymously who won't criticize them – this is when safe places come in handy.
Safe spaces are vital for the ‘majority' or local culture, as well as for any team member who feels on the outside of the culture. When in doubt, all employees should be able to ask questions – for example, if they don't know how to interact with someone from another culture. Setting up safe spaces and practicing nonviolent communication can be difficult, so if you're unsure, seek expert advice from other sources, such as employing cross-cultural facilitators.
Managing a multicultural workplace requires taking into account not just the culturally diverse needs that are directly relevant to work, but also more general wants and habits. Food served in the staff canteen or at work functions should be culturally diverse, with vegetarian and halal options, for example. It's also critical to create culturally appropriate locations, such as a "silent" room for prayer or meditation.
As a manager you should notify HR or senior management if you notice a need in your multicultural workplace. Also, if you're a decision-maker, consider how you may make changes that will benefit employees from other cultures.
In summary, communicate with each employee by giving both positive and constructive feedback on a regular basis. Do not give people who are different from you an easier or harder time. Treat each of your employees fairly and equally. Give each person opportunities to shine and grow.
Engage your team with Trivia and fun games like This or That (Would you rather), Co-worker Icebreakers, 2 truths & a lie and Icebreaker questions. Moreover, our 2 player games are extremely fun. Try Tic Tac Toe, Rock Paper Scissor and Connect4 with your co-workers on Slack.
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