How to manage a multicultural team?

THE BENEFITS OF MULTICULTURAL MANAGEMENT

Multicultural differences are a real strength for organisations, which can use them to better understand the world and the expectations of their customers. Multiculturalism also leads to greater creativity and innovation, levers that allow the company to differentiate itself and boost its performance. By adopting multicultural management, it is also possible to retain talent through a sense of listening, respect and fulfilment.

However, it is important to know how to initiate and steer this form of management, for which there are many challenges. Indeed, integration or collaboration can be more complex in this case due to differences which can also be sources of misunderstanding or interpretation, particularly due to prejudices or stereotypes. Not to mention that having multicultural teams often means additional administrative requirements! Hence the importance of implementing an appropriate strategy.

MULTICULTURAL MANAGEMENT ACTIONS

Managing a multicultural team in the best possible way means above all not ignoring the differences that exist. On the contrary, it is necessary to take them into account in order to take advantage of them. Intercultural management is therefore an integral part of a company's CSR policy.

#1 DESIGNATE A COMMON LANGUAGE

The language barrier is often the first obstacle that can be perceived in a multicultural team. To overcome these difficulties, it may be wise to choose a common language in order to simplify and facilitate exchanges while encouraging employees to learn a few phrases in other languages for a more inclusive approach.

Similarly, it is important to ensure that each employee receives all the necessary information. Communication should be the same for everyone, starting with the induction process. This is why documents in English may be appropriate, as well as adapting one's speech. 

#2 PROMOTE TEAM COHESION

Social ties and teamwork are key to multicultural management. The challenge is to strengthen this cohesion in order to make the most of its benefits. 

This can be achieved by organising various events, such as team building, activities, company parties, etc. These highlights provide an opportunity to encourage exchanges in a less formal setting.

In terms of management, collaborative projects are particularly recommended in a multicultural context in order to benefit from everyone's vision.

#3 ACTIVELY FIGHT AGAINST STEREOTYPES

Managing a multicultural team requires overcoming stereotypes (positive or negative) by getting to know each employee and encouraging others to do the same. This approach of listening and interest, marked by deep empathy, aims to consider colleagues as individuals in their own right, not as representatives of a culture.

Multicultural management is thus based on profound values, such as respect, concern for well-being and altruism. Employees feel that they are listened to and valued, which in turn increases loyalty. 

Do you want to be at the heart of strategies and become the manager of tomorrow? Discover the training courses offered by the ICD Business School and the actions put in place to prepare you for the challenges of internationalisation, such as the intercultural management semester!