1. Acknowledge cultural differences
When employees come to work, they bring their cultural identities with them. If you’re responsible for global team management, it’s important to understand how those identities affect workplace behavior. For example, some cultures embrace individualism, while others focus on group achievement. As a result, you may have to adjust your communication style and HR policies to match.
Read more: 4 Examples of Cultural Differences for Managers
2. Choose a common language
To make your global team a success, choose a common language and stick with it. For many companies, Global English makes the most sense, as it emphasizes clear communication among team members. One of the main benefits of using Global English is that it eliminates idioms and other expressions that can trip up those with a primary language other than English.
Just because you have a common language doesn’t mean you should set limits on how employees communicate. Although a common language is appropriate for memos and other business documents, it doesn’t take the place of each employee’s primary language.
3. Invest in high-quality collaboration tools
It’s difficult for global teams to collaborate effectively when everyone is using different tools. To even the playing field, make sure every team member has access to the same software. Using the same tools for project management, scheduling, accounting and other functions saves time and prevents frustration.
Before you implement a new tool, make sure employees have the resources they need to use the tool successfully. For example, if you plan to implement new videoconferencing software, every team member should have a computer capable of running the software without slowing down other applications.
Related: Why Collaboration Is Important (and How to Increase It Among Employees)
4. Schedule frequent check-ins
When you have employees scattered around the world, it’s a little more difficult to keep track of what everyone is doing. To overcome these challenges, schedule frequent check-ins with employees at each location.
Your first option is to schedule group check-ins at regular intervals. During a check-in meeting, team members have the opportunity to give project updates and ask for help with work-related challenges. For example, if a team member is unable to complete a task due to technical difficulties, they can take this opportunity to ask an IT professional for assistance.
Another option is to schedule individual check-ins. This is more time-consuming, but it can also help you gather valuable information about team performance. A team member may not feel comfortable sharing in front of a large group, but perhaps they’ll reveal some of the challenges they’re facing in a one-on-one setting.
5. Provide ongoing training
Global teams need just as much training as other types of teams, especially if you want team members to collaborate effectively. When you create a new team, get off to a good start by offering cross-cultural training. During this type of training, participants learn how to embrace each other’s cultural differences, instead of seeing them as an obstacle to effective communication.
Every time you introduce a new tool, provide training to help team members understand how to use it correctly. For example, if you implement new customer relationship management software, employees should receive training on how to set up the software, use common features and troubleshoot errors.
6. Make it easy to attend meetings
When you have employees in multiple time zones, it’s important to schedule meetings at reasonable times. It isn’t fair to have a meeting when it’s 12pm in one office and 10pm in another office, as team members in the second office may have to stay much later than usual just to attend. If possible, avoid choosing times that force team members to log in at the crack of dawn or in the middle of the night.
It’s also important to keep holidays and religious observances in mind, especially if you have team members in three or more countries. Unless there’s an emergency, avoid scheduling meetings when employees are supposed to be celebrating with their families or focusing on important aspects of their faith.
7. Hire the right managers
The effective management of global teams requires a high level of cultural competence, which is the ability to honor and respect other people’s cultural beliefs. A good manager must also treat employees with respect and understand how to resolve conflict among team members from different backgrounds.
For a global team to succeed, it must have a manager who’s willing to embrace cultural differences, adjust their communication style to suit changing circumstances and coach employees through challenging situations.
8. Create shared goals
Before you launch a project, take time to create shared goals for the team. Goals are helpful for communicating your expectations and ensuring team members are working toward the same thing. Without goals, employees may struggle to understand how their efforts contribute to the success of the organization, especially when they work at different locations and don’t always get to see how their work affects others.
FAQs about managing global teams
What is a global team?
A global team is a team composed of employees who work in multiple locations and time zones. For example, if your company has offices in New York, San Francisco, Tokyo, London and Sydney, you have a global team.
Related: 5 Errors to Avoid When Managing Multi-cultural Teams
Why are global teams important?
Global teams are important because they make it easier for a business to reach its goals. If you have employees stationed in multiple time zones, you can provide customer service 24 hours per day, increasing customer satisfaction.
Employees from different backgrounds also provide diverse perspectives, which may help your company come up with new product ideas or develop more effective marketing campaigns. In some cases, creating global teams gives you access to employees with specialized skills.
Related: Building a Global Team: 4 Essential Lessons From a Global Recruiter
What are the challenges of working in a global team?
Cultural differences and language barriers are two of the biggest challenges of working in a global team. Every culture has its own set of values, which may make it difficult for employees to understand each other’s perspectives. Language barriers make it difficult for some employees to share their ideas, understand your expectations or communicate with customers, making it more difficult for your company to reach its goals.
