The opinions expressed by (*5*) authors are their very own.
Teams are more diverse than ever. With technological advances, expert labor shortages and growing demand for distant work, work is pushing boundaries. Companies that fail to adapt to this reality and adapt to latest conditions risk being left behind.
I witnessed this transformation firsthand while working in: DOXA talentwhere we help corporations build efficient teams using talent from around the world. Working with team members in the Philippines, Vietnam, Kenya and Colombia, I see how today’s technology and distant work are not only changing the way forward for business, but also giving people an equal opportunity to live well.
This journey taught me significant lessons about creating a truly global culture. By combining diverse cultural perspectives and uniting everyone under a common mission and purpose, we have seen extraordinary results. Our worker attrition rate is lower than half the acceptable industry standard, and our teams consistently provide exceptional service with an NPS of 82.
But the most vital lesson I’ve learned is that when we put people first and maintain high standards, we create an environment where teams can truly thrive.
Here are five key strategies we have discovered for building a successful global culture that brings out the best in your international workforce.
1. Define your global culture
Global culture is essentially about creating a shared set of values, principles, and practices that transcend geographic boundaries. To this end, DOXA prioritizes several key values.
One of our core values is curiosity, which motivates us to learn and appreciate the differences that make each culture unique, while encouraging openness and latest ways of working. The next issue is relationships. It’s about trying to understand and accept our differences. This means respecting the unique traditions, perspectives and practices of each culture represented in our organization, building trust and fostering an environment where everyone feels valued. Understanding the experiences and needs of team members from diverse backgrounds helps us create meaningful connections and equitable opportunities.
2. Recognize cultural differences
One of the biggest challenges in managing a culturally diverse workforce is navigating communication styles, decision-making processes, and feedback. At DOXA, we realize that every one these processes are shaped by cultural norms.
For example, team members in high-context cultures similar to the Philippines often use indirect communication, while those in low-context cultures similar to the United States prefer directness. When it comes to giving feedback, some cultures are more specific, while others tend to soften criticism. The decision-making process also reflects differences, as I have observed that some cultures prefer egalitarian input while others rely on hierarchical structures. Time management also differs – in some cultures, punctuality is a priority, while in others, the emphasis is on maintaining relationships on strict schedules.
3. Build a framework of expectations
We found it very helpful to define our DOXA culture overview, a map per se that expresses how everyone, no matter background, should appear in our global culture. This framework sets clear expectations for behavior, communication and decision-making that transcend cultural differences.
Our culture map helps all team members pay attention to cultural nuances which will impact interactions and adapt accordingly. For example, we encourage direct and respectful communication while remaining sensitive to cultural preferences. We also emphasize each relationship building and accountability to balance a task-oriented and relationship-based approach. Ultimately, our framework is about integration: bringing out the best in each culture while uniting everyone in common motion and purpose.
4. Adapt your leadership style
Leading a global team well may require adapting your natural approach. I know I’ve had to adapt my style to fit the more reserved and relationship-focused culture of our Filipino and Colombian teams. This means creating a protected space by asking more questions, actively listening, and resisting the temptation to step in, resolve, or debate. This, in turn, gives others the opportunity to share their thoughts more comfortably.
As a leader, I also adjusted my communication style. I had to soften the directness that comes to me instinctively, with cultural sensitivity, and invest in building relationships to build trust. It hasn’t all the time been easy, but finding ways to respect my team’s cultural differences while staying true to their strengths has proven to be a winning formula.
5. Take advantage of continuous learning
One final piece of recommendation for corporations looking to mix multiple cultures: turn into a student. Look for mentors who lead diverse teams and learn from their experiences. Analyze what other corporations are doing – in your industry and beyond – and concentrate to best practices you’ll be able to leverage.
By always learning and remaining open to latest ideas, you’ll be able to chart an informed path forward. Also approach this journey with humility. Remember that mixing cultures does not occur overnight. It is a means of understanding, developing and building a workplace where everyone feels valued and aligned with your company’s mission. Your ability to mix diverse perspectives and life experiences may be the catalyst for victory in today’s competitive global marketplace.