Fifty years ago, it would have been rare to work with people from many different countries and cultures. Today, it’s the norm. As the world becomes smaller and more interconnected through technology and migration, workforces are becoming increasingly diverse.
Managing effective multicultural teams is crucial for international companies that must consider cultural differences when creating products, services, communication, and marketing strategies. At Excel Communications, we have worked with many such teams in this situation, and you can find out more about our approach here.
Multicultural teams are also essential for domestic companies. Even in local markets, customer demographics are now more diverse than ever. A culturally diverse team can bring fresh perspectives, creativity, and innovation to your business. In fact, research has shown that:
The benefits of a multicultural team are clear.
While diversity is a strength, it can also present challenges when not managed effectively. The very differences that make multicultural teams innovative—such as varying communication styles, perspectives, and working habits—can also lead to misunderstandings and conflicts.
As a manager, you might face obstacles to team cohesion, including language barriers, differing views on feedback, attitudes towards authority, and even varying ideas on punctuality. To navigate these challenges, it’s essential to adopt strategies that foster collaboration and respect.
It’s essential to treat each team member as an individual. This is even more important in multicultural teams where employees may have different expectations of how they like to be managed. Observe how each person prefers to work and ask about their preferred management style. While fairness is important, treating everyone the same doesn’t always mean treating everyone fairly—so tailor your approach accordingly.
Take time to understand cultural differences in the workplace. There is a wealth of information available on how various cultures approach work and communication. However, remember that individuals are unique. Avoid making assumptions based on broad cultural generalisations. Understanding each person’s background and preferences will help you better motivate and manage your team.
Regular meetings, whether face-to-face or via video calls, are essential for multicultural teams. These gatherings foster a culture of collaboration and innovation, allowing team members to bond and share ideas. Celebrate team successes and use these opportunities to strengthen team unity.
It’s natural to feel most comfortable with your own cultural norms. However, as a manager, it’s vital to recognise and address any unconscious biases. If you favour familiar solutions or team members who share your background, you may miss out on the benefits that diversity brings. Stay open to new ideas and different ways of thinking.
Bias isn’t just something managers need to be aware of—your team members will have their own biases too. When you notice cultural conflicts or friction, intervene early to build bridges between individuals. Encourage them to recognise each other’s strengths and work towards a culturally sensitive solution.
As a manager, you need to establish clear expectations from the start. Cultural differences can lead to misunderstandings about workplace norms, such as punctuality or communication styles. While you can adapt your management style in some areas, other standards—like meeting deadlines—must be consistent. Make these expectations clear from the outset.
Non-native speakers or individuals new to certain concepts may need extra time to prepare for meetings or presentations. Instead of putting someone on the spot with a complex new idea, provide information ahead of time so they can prepare. This ensures they feel confident and engaged during discussions.
As a leader, you must set an example for how your team interacts. Avoid gravitating towards people who share your background or comfort zone. Make an effort to engage with all team members, whether it’s during meetings, breaks, or social events. Demonstrating inclusivity encourages others to do the same.
While cultural differences can be significant, there are often more similarities than you might think. As a manager, focus on what unites your team, whether it’s shared professional goals or common interests. Highlight these similarities to foster collaboration and camaraderie.
Managing a multicultural team can be challenging, but with the right strategies, it presents enormous opportunities for growth and innovation. By recognising and embracing diversity, managers can unlock the full potential of their teams, leading to greater success for the entire organisation.
Until next time,
Nic Hallett
P.S. If you would like to discuss any of your other learning & development challenges, book in your discovery call.
About Excel Communications
Excel Communications is a learning and development consultancy based near London in the U.K. For more than 30 years; we have been collaborating with clients across the globe.
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