How to manage a multicultural team?

In the business world, it is not uncommon to have to work with employees of different nationalities. Managing a multicultural team presents very specific challenges that require some adjustment on the part of the manager, whether it be to safeguard the well-being of international talent or to ensure operational performance. Here are our tips for managing a multicultural team.  

Demonstrate emotional intelligence

While this human quality is necessary in any managerial context, it is all the more essential when leading an international team. Indeed, the manager must show open-mindedness and great sensitivity to comprehend cultural differences without prejudice and with humility. Active listening and strong empathy are also essential skills to better understand the needs and aspirations of each individual.  

Tailor your management

The intercultural operational manager must show great adaptability in their management. They should not restrict themselves to a single managerial style, nor impose their own culture on their team, but rather tailor their leadership according to their team’s profiles. Situational management, a "management of diversity" that adapts to the culture, age, skills and personalities of each individual, is thus the best course of action. This implies knowing and respecting the managerial culture and habits of each team member. Indeed, depending on the country, corporate practices and codes vary greatly. In Asia, for example, and particularly in China, Japan and India, there is a great deal of respect for the different levels of the hierarchy, and exchanges are highly codified. Conversely, in Nordic countries, the United States and Canada, relations are generally less formal and the relationship to authority is very different. Moreover, if you are a manager of managers, the ability to adapt is all the more important, since in a multicultural team of managers, each manager will have a very different vision of management.  

Create a bond of trust

Any good manager must succeed in gaining the trust of teams. This is a prerequisite for the commitment and motivation of employees on a daily basis, and is especially true when it comes to managing a multicultural team. In order to create a close relationship and a climate of trust in intercultural management, you must demonstrate exemplary behaviour each and every day (punctuality, rigour, listening, respect, natural leadership, good humour, operational efficiency, etc.). Caring and active listening are also essential qualities to break the hierarchical distance, gain the respect of colleagues and unite international coworkers. Further, it can be highly beneficial for intercultural managers to show curiosity and interest in the culture of each team member, without any preconceived ideas. Lastly, rewarding and constructive feedback are also prerequisites for creating a bond of trust.  

Leverage the strengths of your international team

Despite the intercultural challenges, there are real advantages to managing an international team, as each employee brings his or her own vision, knowledge and skills to the table. The diversity of backgrounds, cultural habits and international professional experiences can be put to definite good use to boost a company’s innovation. You should not hesitate to solicit collective intelligence and to involve your multicultural team in strategic decision-making. The fresh outlook of each individual, the diversity of points of view, as well as the knowledge of the consumption habits of an international audience, can help your company become much more competitive. It can therefore be strategic to take advantage of the strengths and the potential of a diverse team.  

Communicate well

If good communication is the pillar of any good management, this is even more true when you manage a team of employees from the four corners of the world, all speaking different languages. Communicating well with your international team is therefore essential to avoid misunderstandings and confusion, which can drastically impact on operational performance. Furthermore, it is generally recommended that oral communication be preferred to written communication. This will enable you to detect any misunderstandings in advance and to ensure that you have been properly understood. Whatever the method of communication, it is important to be very explicit and to give clear and precise instructions. You should also conduct regular individual interviews to identify the needs and potential difficulties encountered by each employee.  

Ensure good team cohesion

Lastly, the manager must ensure good cohesion between different international employees, and a solid team spirit. Intercultural challenges can often be a source of tension and misunderstanding that can impact on the social climate and the team's efficiency. The manager, therefore, also plays an important role as a mediator, ensuring that everyone is on the same level, and that common values and good practices are established within the team. Intercultural management in a company can also be conducive to the implementation of team building activities to reinforce team spirit, strengthen ties and promote the culture of each employee.