Multicultural teams offer several advantages to international firms, including deep knowledge of different product markets, culturally sensitive customer service, and 24-hour work rotations. However, cultural differences can create challenges that impair team effectiveness and even lead to stalemates. This article explores strategies for managers to effectively manage multicultural teams, drawing on research and interviews with managers and team members from around the world.
Key Facts
- Cultural sensitivity and diversity: Encourage cultural sensitivity from the start by assessing cultural sensitivity during the hiring process and including cultural sensitivity and cross-cultural training in the onboarding process.
- Communication styles: Different cultures have different communication styles. It is important to consider and adapt to different communication styles within the team. Training managers and team members in various communication styles can help improve communication and avoid misunderstandings.
- Safe spaces: Create safe and confidential spaces for employees to promote better communication and resolve issues more effectively. Safe spaces are essential in a multicultural workplace where miscommunication can occur.
- Consider cultural habits and needs: Accommodate culturally diverse needs, both directly related to work and broader needs and habits. This can include providing culturally inclusive food options, setting up specific spaces for cultural needs like prayer or meditation, and making adjustments that work for employees of different cultures.
Challenges in Managing Multicultural Teams
Four primary problem categories can create barriers to a team’s success:
- Direct versus Indirect Communication: Different cultures have varying norms for directness in communication. This can lead to misunderstandings and conflict when team members from different cultures have different expectations about how directly they should communicate.
- Trouble with Accents and Fluency: Team members with non-native accents or limited fluency in the team’s common language may face challenges in being understood or expressing themselves effectively. This can lead to misunderstandings and a sense of exclusion.
- Differing Attitudes toward Hierarchy and Authority: Cultural differences in attitudes toward hierarchy and authority can affect how team members interact with each other and with their managers. This can lead to conflict and misunderstandings if team members have different expectations about how decisions should be made and who should have the final say.
- Conflicting Norms for Decision Making: Different cultures have different norms for making decisions. This can lead to conflict and misunderstandings if team members have different expectations about how decisions should be made and who should be involved in the process.
Strategies for Managing Multicultural Teams
Successful teams and managers deal with multicultural challenges in four primary ways:
- Adaptation: Acknowledging cultural gaps openly and working around them. This can involve adjusting communication styles, providing additional support for team members with language barriers, and creating a team culture that is respectful of different cultural norms.
- Structural Intervention: Changing the shape or makeup of the team. This can involve changing the team’s composition to better reflect the diversity of the organization, or it can involve creating sub-teams or task forces that are focused on specific cultural issues.
- Managerial Intervention: Setting norms early or bringing in a higher-level manager. This can involve setting clear expectations about communication styles, decision-making processes, and other team norms. It can also involve bringing in a higher-level manager to help resolve conflicts or provide guidance on how to manage cultural differences.
- Exit: Removing a team member when other options have failed. This is the least desirable option, but it may be necessary if a team member is unable or unwilling to adapt to the team’s culture or if their behavior is causing significant conflict.
Conclusion
Managing multicultural teams can be challenging, but it is also an opportunity to create a team that is more innovative, creative, and effective. By understanding the challenges that multicultural teams face and by developing strategies to address those challenges, managers can help their teams to succeed.
References
- Brett, J. M., Behfar, K. J., & Kern, M. (2006). Managing multicultural teams. Harvard Business Review, 84(11), 84-91.
- EDHEC Business School. (2021, June 23). How to manage multicultural teams: effective leadership in the workplace. EDHEC Business School. https://www.edhec.edu/en/news/how-manage-multicultural-teams-effective-leadership-workplace
- Potrel, V. (2022, December 1). Four tips for effectively managing multicultural teams. Forbes. https://www.forbes.com/sites/forbescommunicationscouncil/2022/12/01/four-tips-for-effectively-managing-multicultural-teams/
FAQs
What are the challenges of managing a multicultural team?
Multicultural teams face challenges such as direct versus indirect communication styles, trouble with accents and fluency, differing attitudes toward hierarchy and authority, and conflicting norms for decision-making.
How can managers promote cultural sensitivity and diversity in the workplace?
Managers can promote cultural sensitivity and diversity by assessing cultural sensitivity during the hiring process, including cultural sensitivity and cross-cultural training in the onboarding process, and creating a company culture that respects diversity.
How can managers ensure effective communication in multicultural teams?
Managers can ensure effective communication by considering and adapting to different communication styles, training managers and team members in various communication styles, and creating safe spaces for employees to communicate openly and resolve issues.
How can managers accommodate different cultural habits and needs in the workplace?
Managers can accommodate different cultural habits and needs by providing culturally inclusive food options, setting up specific spaces for cultural needs like prayer or meditation, and making adjustments that work for employees of different cultures.
What strategies can managers use to address conflicts and misunderstandings in multicultural teams?
Managers can use strategies such as adaptation (acknowledging cultural gaps and working around them), structural intervention (changing the team’s composition or creating sub-teams), managerial intervention (setting norms or bringing in a higher-level manager), and exit (removing a team member when other options have failed).
How can managers create a supportive and inclusive environment for multicultural teams?
Managers can create a supportive and inclusive environment by encouraging open communication, providing opportunities for team members to share their experiences and perspectives, and valuing and celebrating the diversity of the team.
How can managers measure the effectiveness of their strategies for managing multicultural teams?
Managers can measure the effectiveness of their strategies by assessing team performance, employee satisfaction, and the team’s ability to achieve its goals.
What are some best practices for managing multicultural teams successfully?
Best practices for managing multicultural teams successfully include fostering a culture of respect and understanding, providing opportunities for professional development and growth, and encouraging collaboration and teamwork.