Top 10 Tips for Managing Multicultural Teams
A version of this article was originally published on Forbes.com
The world’s most successful companies have something in common: they know the power of having a diverse workforce.
A global talent pool brings a unique, and powerful, perspective to any business. But managing multicultural teams is no simple task. If not done well, the very differences that can enrich a team can also lead to tension and miscommunications, and even reduced team performance. We rounded up 10 expert tips on how to bring out the best in your multicultural team.
1. Avoid a single-culture bias
Learn about and take into account the different cultures of your members. When are their holidays? What do they - or don’t they - want to do at team-building exercises?
2. Build your cultural intelligence
Cultural intelligence, also known as “cultural quotient” or “CQ”, is the measure of people’s ability to relate and work effectively across different cultures. Develop this in yourself and every one of your team. Find out more about the importance of cultural intelligence and take our free CQ test here.
3. Structure your teams mindfully
Sometimes, you may need to first group members into smaller teams before you can put everyone in one big team. This way, they get to know one another better, improve their understanding of how their colleagues work, and boost overall team cohesion. It can also show weak points or incompatibility early on so they can be addressed.
4. Avoid stereotypes and keep an open mind
Be open to your employees’ individual differences to avoid any misconceptions forming. Maintain open communication lines with your people - so mistakes can be corrected and so people can feel safe calling out those misconceptions in the first place.
5. Handle feedback and criticism with care
In many cultures, publicly calling out an individual is considered rude and offensive, especially if the issue only concerns one or a handful of people. When giving feedback, whether positive or otherwise, it is best to be direct with - but respectful of - the person in a safe setting where they will not be put on the spot.
In cases of conflict between members, you may need to invite a neutral mediator to intervene
6. Clarify expectations
Be very clear with your people and ensure nothing gets lost in translation. For example, how can people voice criticisms and complaints, especially if they are not comfortable challenging authority in the first place? How do timezones affect your team’s way of working? How do you make decisions as a group and who will have the final say?
7. Nip issues in the bud
Microaggressions, especially towards people in minority groups, are incredibly common in the workplace - often unintentionally. Team leaders should address issues and problematic behaviors, no matter how seemingly innocuous, as soon as they crop up, and provide a safe space for the offended party to speak up when they feel wronged.
8. Diversify leadership
To truly ensure that everyone gets treated fairly and with equity, the decision-making body should also reflect the people they represent. Diversity of sex, race, ethnicity, age, sexuality and gender, education and more should start at the highest level. Inclusivity should not be an afterthought, but a foundation of a company’s overall strategy.
9. Hire experienced multicultural leaders
From the get-go, ensure that managers have the foundations for multicultural management. Include situational questions in interviews and make allocations for cultural intelligence tests as well. Bring in people who can bring out the best in others.
10. Invest in language training for non-native speakers
And speaking of ensuring nothing gets lost in translation, more and more global organisations are investing in corporate language training to improve employee communications and cultural intelligence. Improving your people’s fluency in the company’s lingua franca improves team cohesion and collaboration, and gives people the confidence to advocate for themselves and push for better inclusivity in the workplace.
There is no doubt that more diverse teams outperform their homogenous counterparts. But when not managed well, these very same strengths can also be your team’s biggest weaknesses. Companies who are willing to invest in their multicultural teams and the necessary cultural skills will certainly reap the diversity dividend.
With Chatterbox you learn more than just a language. Through our unique learner-coach relationships, we help organisations build the language confidence and cultural intelligence employees need to thrive as part of a global team.
Mursal Hedayat | MBE, co-Founder and CEO
Mursal was inspired to create pathways into professional careers for displaced professionals after observing first-hand their vast untapped potential as a former refugee herself. She is a multi-award-winning social entrepreneur, recognised by Forbes, MIT, and the FT among others and awarded an MBE by the UK for services to social enterprise, technology and the economy.
