Managing cross-cultural remote teams: Considerations every team should go through
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Managing cross-cultural remote teams is a must for leaders today and in the future. With remote work on the rise, employers no longer need to narrow their candidate searches by zip code or country. The teams connect talented employees from all over the world.
But even if multicultural employees enrich the virtual workspace with different perspectives, it is not always easy to create a respectful and inclusive work environment.
After all, no one is born with an innate understanding of the customs of every culture. This awareness and sensitivity requires conscious focus and practice to get right.
That's why today we're introducing you to the key considerations to keep in mind when managing cross-cultural remote teams. And we'll start with why it's worth your time and effort.
Supporting and managing cross-cultural remote teams far outweighs the learning curve
Those : atlassian.com
If you think that leading cross-cultural teams just means learning how to work across time zones, you're not entirely right.
Culture is defined as the customs, social expectations and achievements of a region or nation. . It shapes the way people view the world and approach life events, communication, and even their work tasks.
Understanding these frames of reference will help you:
- Promote an inclusive, multicultural workplace that allows for different viewpoints, ideas and ways of working. Everyone has something unique to contribute, and your team should be open to hearing it.
- Eliminate practices that don't conform to cultural norms so that multicultural employees feel understood and accepted, rather than torn between their work lives and their roots.
- Improve remote collaboration and communication between employees and with managers. When you connect and engage with your multicultural colleagues, you can better understand where they are coming from.
- Overcome cultural differences to work together harmoniously and cohesively. Cultural differences do not have to lead to friction or tension. Your policy can unite all stakeholders across all cultures to strengthen your company culture and advance your mission.
Every remote team can benefit from becoming aware of their culture. But the process is not a one-size-fits-all solution. So let's talk about the considerations you need to make to do it well.
Managing Intercultural Remote Teams: 5 Considerations Every Team Should Make
Managing cross-cultural remote teams requires measures that apply to everyone, not just a few. Therefore, you and your team should consider the following:
1. Customs for religious and national holidays
Some religious holidays can last anywhere from a week to a month. And national holidays vary from country to country. So you can't expect your remote employees to follow the same schedule or calendar of events.
Research the religious and public holidays where your employees live . This gives you a better idea of which employees will be available for meetings, projects, appointments, etc.
Creation of a shared calendar in which employees can enter their days off . Some employees don't celebrate the holidays in their home country, while others take more time off during the time around them. Give everyone the ability to add their days off to a cloud-based schedule so you can quickly see who is available and who is out of the office.
Consider a vacation days adjustment program to compensate for days off. . If you have an unlimited number of vacation days, it doesn't matter how many days employees take off.
But, for example, if you give your American employees paid vacation on Thanksgiving and Christmas, you should also allow your global employees those days or let them work those days and give them the same number of vacation days to use whenever you want to.
2. Gender roles (including paternity and maternity leave)
Despite your company's gender equality policy, in many countries there are still set pathways for men and women to stay.
For example, in some countries women do not feel empowered to question or contradict a man on their team. They may also refuse to speak up in meetings or let others know when they have made a mistake. Some men may even behave passive-aggressively when they have to take instructions from a female leader.
Likewise, men in certain cultures may not feel comfortable taking paternity leave. And women may not want to take maternity leave if they fear the time off would jeopardize their chances of getting a promotion.
So not only do you need to take steps to promote gender equality in remote work, but you also need to educate those who are less familiar with these practices.
3. Communication standards
If English is a second or third language for the people on your team, you will need to make an extra effort to communicate well. Jokes, sarcasm and local expressions are very easily lost in translation.
Video calls bring another level of understanding because people can pick up on the context of the conversation and non-verbal body language. These visual cues help explain when someone is happy or upset, as opposed to a confusing emoji or a potentially vague tone of voice via email.
Consider giving an oral overview of the topics discussed at the end of each meeting and later emailing a written summary. This ensures that everyone is on the same page.
However, you also need to consider how comfortable employees feel in front of the camera. In some cultures it is considered too intrusive if your employees can see your private environment. So give your employees the option of not being on camera and always plan video calls in advance in case they want to hold the meeting outside of their home.
Stick to formal wording and avoid slang, abbreviations, jargon, etc. When most people learn another language, they learn how to write and speak correctly. They may be unfamiliar or untrained in casual conversations. This discrepancy can lead to misinterpretations and misunderstandings.
4. Collaboration and feedback
Different cultures also have different styles of collaboration and participation. Some people are more dominant in meetings, while others are more accommodating.
So during your virtual onboarding process, try asking new employees if they prefer being asked to give their opinion or if they feel more comfortable being able to contribute their ideas. Make sure everyone has a voice and no one is marginalized.
When it comes to feedback, some cultures are more direct and explicitly say what is wrong. Others prefer to discuss things in private. Someone from a more reserved country who is not used to open criticism may feel offended by the former and appreciate the latter.
5. Team building and camaraderie
Building community when working remotely is important for promoting mental health in the workplace. Without regular social contact, feelings of loneliness and isolation can occur.
However, friendly and informal interaction with employees is not necessarily part of our culture.
In these cases, you can try to get to know your employees, but you can't pressure them into doing anything that makes them uncomfortable or makes them feel less professional.
Therefore, you may need to take small steps to open the door for further conversations. Try using your non-work Slack channels to ask about their background, interests, pets, or hobbies. Be curious about their national holidays or what movie or TV show is currently popular in your country.
You can even schedule show-and-tells where employees can talk about something meaningful or interesting about themselves. Every conversation helps educate and connect the people on your team so they can learn from each other.
You should also include some non-cheesy team building activities such as: E.g. shared virtual games, weekly happy hours or online coffee breaks, etc. This will help build trust and relationships.
Show everyone that they are part of your tribe and that their cultural differences are what makes your team special.
3 Ways to Promote Cultural Awareness When Leading Remote Intercultural Teams
Those : zoho.com
No one is born with cultural awareness; it is something we all need to learn and keep in mind. Therefore, you should help your team practice cultural sensitivity:
1. Set universal standards in your company culture and remote work policies
To create a strong company culture with your remote team, everyone must be aligned with your mission, values, and goals. These should be followed regardless of where someone lives.
Having a common goal and mission brings all members of your team together and unites them with the same goal. It shows them how important their contributions are and brings each individual together for a greater goal.
So your remote work policy should include rules for:
- Use of project management software and other remote control tools
- Deadlines and deliverables
- Which communication channels are suitable for the respective situation
- Expectations and responsibilities
- Respect for colleagues
- Create a healthy work-life balance
All remote teams should know the rules and standard operating procedures they must follow and adhere to, and what happens if they violate these norms. This should streamline tasks while showing others with different cultural guidelines what you expect.
2. Creation of a cultural awareness program
A special cultural awareness program helps employees learn how to interact with their colleagues from other parts of the world. By teaching your team to recognize and accept cultural differences, you can reduce tension and conflict caused by inadvertent ignorance.
So your training program may include:
- Annual training on sensitivity, empathy and awareness
- Business etiquette and respectful communication practices
- Help or advice to support employees
This framework makes it easier for team members to see things from their colleagues' unique perspective, rather than judging situations from their own perspective.
3. Send anonymous surveys and resolve conflicts as quickly as possible
You should always encourage open communication with your remote team. However, if employees don't feel comfortable speaking to you directly, you can capture cross-cultural insights with anonymous surveys.
Send these monthly or quarterly to learn what your employees think and feel about your policies, the work environment, their colleagues, etc.
It's your job to create a safe environment for your employees where they feel supported, respected and valued.
So if you find out about conflicts or things that go against your company culture, address them immediately. Give your employees the chance to apologize and learn from their mistakes. However, if they repeat them, it shows an insensitivity that you probably don't want on your team.
Managing intercultural remote teams is a real challenge for you
Those : youtube.com
As you saw today, managing cross-cultural remote teams requires intention and practice. But every meaningful, thoughtful interaction offers you the opportunity to learn and grow together.
By following today's tips, you can strengthen cross-cultural relationships and build a more cohesive, collaborative, and productive global remote team.
