There’s no denying the rise of remote work since the pandemic. Many businesses and organizations have established cross-cultural teams. This means working with people across the globe with different cultural backgrounds. So, what does this mean for leaders? The role of cultural understanding is crucial for translating conversations and communicating with a global team. It takes a great leader to manage cross-cultural teams and succeed in their field of endeavor.
Here’s the thing: Only 40% of business leaders consider their company’s leadership qualities “very good” and/or “excellent.” Unfortunately, this figure is down by 8% since the pandemic. This implies that leaders appear to struggle in leading and managing a global team.
So, what does it take to be a leader in a cross-cultural organization during a post-pandemic era?
This page shares some leadership strategies for business success. Keep reading to learn how to manage your cross-cultural team as a leader.
How To Manage Cross-cultural Teams as a Leader
There’s a line drawn between leading an in-office team and managing a cross-cultural one. The latter requires outstanding leadership with a solid understanding of cultures and traditions.
As a leader, familiarize yourself with an organizational culture model that works for your business. You must also foster employee engagement amid cultural differences. Is this reflective of your current company or organization?
Here’s the problem: Nearly 80% of business leaders report taking the time to engage with their teams actively. However, less than 50% of employees believe their leaders possess “high quality.”
So, how do you become a great leader in managing a cross-cultural team? Here are effective leadership strategies for you:
1. Set Clear Goals and Expectations
Michael Power, CMO at DTF Transfers, suggests starting with clear goals and expectations for cross-cultural teams. “Your team might be employed in different parts of the world. These team members might come from different backgrounds. However, they work towards common business goals. They should understand what the company aims to achieve and what their roles are.”
As a leader, orient your cross-cultural team on the following:
- Business Goals: Employees from different parts of the world should align their work with the goals of your business. Make sure they are SMART goals: specific, measurable, achievable, relevant, and time-bound.
- Operational Objectives: It’s best to set and define your department’s objectives and key results (OKR). For example, your team aims to increase sales by 10% each month. No matter where employees are in the world, everyone should align their work with the departmental OKR.
- Key Metrics: There’s a need to monitor and measure your employee performance, especially for cross-cultural teams working remotely. As such, set key performance indicators (KPI) revolving around efficiency, quality, and customer satisfaction (CSAT).
- Work Scope: The duties and responsibilities of each employee should be clear. They should know why they were hired in the first place. More importantly, they should be able to accomplish their day-to-day tasks.
2. Ensure Regular Communication and Collaboration
Jesse Hanson, Content Manager at Online Solitaire & World of Card Games, highlights the value of communication for cross-cultural teams. “It’s all the more necessary to establish robust communication since your team members come from different backgrounds. This is especially true for those working remotely, where digital platforms are their means of interactions.”
As such, Hanson recommends the following strategies for leaders:
- Work Interactions: There should be regular interactions among your team members. As a leader, you must harness the power of persuasive communication to get everyone involved and engaged.
- Team Meetings: It’s vital to conduct regular meetings to plan for and decide on your department’s goals and strategies. Make sure everyone shares their opinion, feedback, and suggestions.
- Coaching Sessions: There should be one-on-one sessions with your team members. The goal is to provide feedback while asking for their concerns as well. That way, you can discuss what the department requires and what they need.
- Team Building: Employee engagement can make a difference in cross-cultural teams. It helps team members get along with each other despite the differences. What better way to achieve this than holding team-building activities, whether online or offline?
3. Conduct Cultural Orientation and Training Programs
Jim Pendergast, Senior Vice President at altLINE Sobanco, recommends proper orientation and training for businesses with global operations. “This is especially true with cross-cultural teams working remotely. However, they don’t only happen during onboarding. You should also offer training programs on a regular basis.”
Below are training programs you might consider providing for your cross-cultural team.
- Cultural Orientation: This orientation is key to effectively collaborating with your cross-cultural team and achieving business success. It fosters cultural sensitivity among your team members and avoids workplace conflicts.
- Product/Process Training: There are obstacles in cross-cultural teams, especially when they are working remotely. Provide them with comprehensive training about your products or services and departmental processes. That way, they can work together as one team.
- Regular Updates: These updates are necessary for cross-cultural teams not working together in the office. You should update them on new work processes and organizational changes. This way, they can continue to align their work with your operational objectives.
- Reskilling and Upskilling: As a leader, you are responsible for bringing out the best in your cross-cultural team. Offer reskilling and upskilling programs to enhance their knowledge and hone their skills. That can turn them into valuable assets in your organization.
4. Establish Performance Monitoring and Measurement
Max Wesman, Founder & COO of GoodHire, highlights the importance of quality assurance (QA) for cross-cultural teams. “It’s easy to see employees work from around the world. They are common in today’s business landscape brought about by the pandemic. Establish QA to ensure the work quality provided by your team.”
That said, Wesman recommends the following measures for cross-cultural teams:
- Performance Monitoring: This means taking the time to track your employee performance to ensure they do their jobs and hit the targets. However, micromanaging is a big no-no. Give them the liberty to work, but provide them with utmost support.
- Performance Measurement: Consider the abovementioned KPIs by focusing on efficiency, quality, and CSAT. Measure their performance according to these metrics that align with your organizational objectives.
- Recognition and Feedback: Performance monitoring is one thing; Addressing areas for improvement is another. You measure employee performance so you can recognize strengths and address weaknesses. Celebrating employee work anniversaries and milestones is an invaluable way to acknowledge their dedication and contributions to the organization’s success. Always keep this in mind!
- Professional Improvement Plans: It’s best to provide struggling team members with PIPs. These programs aim to address areas for improvement by providing guidance and support. As a leader, it is your vision that your team members grow professionally.
5. Avoid and Address Conflict Resolution
Workplace conflicts are inevitable. They often affect cross-cultural teams due to their differences. If you don’t avoid and address these, they can take a hit on your business or organization.
As a leader, you are responsible for staying on top of these. Here’s how:
- Cultural Differences: Some measures mentioned earlier include cultural orientation and proper training. They promote cultural understanding and workplace collaboration.
- Language Barriers: There’s a need to break down language barriers. Language gaps are often the culprits of workplace misunderstandings, especially among cross-cultural teams. You might want to consider language programs to avoid misunderstandings.
- Communication Styles: They vary from one employee to another. However, as a leader, you should establish communication protocols and guidelines. All these should revolve around workplace professionalism!
- Work Responsibilities: They are often the source of conflicts among cross-cultural team members. For instance, one group might gang up on another due to cultural and work differences. As a leader, foster a culture of professionalism at all times. Remember, you all work together to earn a living, pay the bills, and support your family.
6. Leverage Digital Tools and Communications Technologies
Cross-cultural teams are apparent among companies with global operations. Think of the business process outsourcing (BPO) industry and the gig economy. Companies in these sectors employ workers around the world.
Thanks to digital tools and technologies, remote work setup has become plausible. However, consider the following:
- Digital Tools: You can take advantage of organizational tools readily available in the market. For instance, use Asana and Trello for project management and team collaboration. Consider automation to eliminate manual tasks and speed up your processes. These tools can make your cross-cultural team more efficient and productive.
- Communications Technologies: You can use various communication channels for your remote employees. Think of Slack, Skype, and Zoom (or Zoom alternatives) for team meetings and coaching sessions ideal for cross-cultural team. You can also leverage artificial intelligence (AI) and machine learning (ML) for translation used to help employees interact with each other.
7. Posses and Exhibit Desirable Attributes
Eric Mills, Owner of Lightning Card Collection, underscores the importance of leadership for cross-cultural teams. “Ask yourself: what is great leadership? It all boils down to leaders possessing the right attitude at work and towards their subordinates. It’s about making a positive influence, promoting positivity, and caring for those under your wing.”
As such, Mills suggests leaders acquire and develop the following attributes for cross-cultural teams:
- Global Mindset: The world has become a global village, paving the way for worldwide operations. As a leader, carve a global mindset where employees work together in different parts of the world. This mindset should start with you and extend to your team members.
- Inclusive Leadership: As a leader, every employee plays a crucial role in your department or organization. They wouldn’t be hired if they didn’t have essential roles to play. Make each team member feel included and valued in your team, no matter where they come from.
- Flexibility and Adaptability: It pays for leaders to be flexible and adaptable, especially for cross-cultural teams with remote work. Keep in mind that global operations are ever-changing and ever-evolving. You must keep up with industry trends and workplace changes!
- Trust and Confidence: Effective leaders usually earn the utmost trust of their subordinates. How can you get your team members to give their best at work if you aren’t trustworthy and reliable yourself? Earn your team members’ trust and confidence in you, and that can make a difference in your department.
Final Words
Leadership will always play a crucial role in business. As a leader, you can make or break your organization. Your role is even more critical post-pandemic now that you lead and manage a global team.
As a leader, how do you manage a cross-cultural team? For all we know, doing so is not an easy feat. However, consider the effective strategies recommended above, from setting clear goals and expectations to possessing and exhibiting desirable attributes.
Remember, organizations rise and fall on leadership. If you want to bring out the best in your colleagues and create a collaborative team, become an effective leader. Ultimately, consider our pieces of advice and do what it takes to succeed!