Many large scale-ups are currently growing extremely quickly and the influx of new colleagues can no longer be stopped. As a result, teams quickly become larger and often more international. Actually great, but as a team leader and manager, how do you best deal with cultural differences in your team?

I have worked in several international teams myself. Sometimes there were conflicts between team members with different cultural backgrounds. How this was handled varied depending on the team leader. Some managed to balance everything and at the same time motivate the entire team. Others handled it less well, which came at the expense of trust and harmony in the team.

It is of crucial importance that you, as a manager, learn to handle it well if you want to avoid damaging the trust, motivation, and cohesion of your team and avoid open conflicts.

DIRECT AND INDIRECT COMMUNICATION

A common cause of conflict is the way we communicate with one another. You've probably heard that some people are generally straightforward. Whether it's personal communication, I don't like your new hairstyle or in the workplace, If this project goes on, we won't achieve our ROIâ€, you will immediately know what is meant.

Counterexample: The Japanese are usually very indirect. In Japan, when you ask a question, for example in a store where the employee actually has to answer, you will rarely hear it right away. The employee says “chotto”and disappears into a back room for 10 minutes to discuss the matter with a colleague. In this situation, you can usually assume that your question will get a negative answer. You would probably have preferred if you just got rejected out of hand without wasting 10 minutes of your time.

So there is a possibility that a Japanese colleague will answer a question less directly than a Dutch colleague. After all, they both grew up in a different culture and learned a different way of communicating. If you know this in advance, you will be able to handle it properly and unnecessary misunderstandings will not arise quickly.

HOW TO ENSURE GOOD INTERCULTURAL COMMUNICATION IN YOUR TEAM

The following steps can help you and your team communicate better with each other and work more motivated.

1. DIG DEEP INTO THE CULTURE OF YOUR TEAM

Knowing more about your teammate's culture and how it differs from your own will help you better understand your team member's reaction and put it in context. However, do not try to fall into stereotypes. Always consider the character of your team member.

In these times of globalization, it is normal for people to be influenced by different cultures. Expats are also often more open to new cultures and try to adapt to the culture of their new place of residence. With the necessary cultural knowledge in mind, you can help your teammate with this even if they are open to it.

2. ACCEPT EACH OTHER

Perhaps you are a manager who likes to speak frankly and does not show his feelings easily. Your team member maybe someone who communicates indirectly and lets their emotions run wild. Do not try to change his character but take into account (based on your knowledge of his character and cultural background) his possible reaction if, for example, you decide to criticize his work. See how you can bring criticism in such a way that the employee feels motivated to improve their work. This way you prevent him from doing worse work due to uncertainty or dissatisfaction.

In short, as a manager, try to gauge how best to deal with each team member. This way you give your team members the chance to rely on you and they will get back to you faster if there is a problem or understand that you trust them to solve the problem themselves. Ultimately, you are the linchpin of the team and have the greatest impact on its success.

3. SIMPLE AND CLEAR COMMUNICATION

It's a cliche but communicates with each other. If there are conflicts between you and your team member, discuss them honestly, openly, and one-to-one with one another. If there are problems within the group, it is best to discuss them in a meeting. Not in a rude, but kind and open way.

Provide a safe environment in which your team members can openly express what they are up to or what their motivation is for certain behavior. Encourage them to learn more about each other's cultures and set a good example. Show that curiosity and questions are valued. This ensures that team members from an indirect culture slowly but surely learn to communicate more openly.

Good communication reduces the likelihood of rumors and sneaky behavior. It also brings back trust in the team. It also ensures that people no longer try to guess each other's intentions and thus assume negative intentions that actually don't exist.

4. VALUE FIT

Are you responsible for hiring new team members? Make it easier for yourself and make sure that you hire people with personal values ​​that fit your corporate culture. Your new employees will quickly feel at home in your company, be happier and stay with the company longer.

And no, hiring employees who fit your corporate culture does not lead to complete homogeneity of employees with only one particular nationality. Motives and motivators cross borders and both Japanese and Germans can have the same motives and motivators, even if they each come from a different culture.

I WISH YOU SUCCESS!

So go ahead and make sure that both you and your team communicate with this information in mind. Then you have the greatest chance of finding motivated employees who can work well together.