We live in a world where globalization is the name of the game. Over time, we find our companies more connected and interdependent on a global scale.
One of the most significant impacts of globalization on a human resource scale is a workplace with diverse cultural backgrounds.
We find an increase in Western leaders managing Asian teams. This situation can create particular challenges because of the different workplace cultures.
We will discuss how we can ease this situation and what actions can be taken to impact the team positively.
Bridging the Cultural Gap
As a Western leader or manager, it is crucial to take the time to understand the cultural differences when working with an Asian team. To be able to build rapport and eventually implement changes, we want to understand the differences in the:
- Values. A strong emphasis on keeping face permeates and fuels a lot of the culture. Also, hard work is regarded as imperative, or at least the appearance of hard work.
- Communication. In Asian cultures, indirect forms of communication tend to prevail in the workplace with close attention to politeness.
- Authority. There is a powerful hierarchy in place regarding workplace relationships.
When we take the time to understand and care about where our team is coming from, it is much easier to create an atmosphere of trust. For people to feel valued, they want to feel seen and heard.
How to Create Positive Change
The tried and tested way to create the change you want to see in your team is to set a positive example and demonstrate the actions you would like your team to practice.
For example, if you would like your team to develop a healthy work-life balance and you ask them to go home promptly when the day’s work is finished. As a leader, you are responsible for setting an example by going home yourself so that you can be a good role model, and they can observe you doing what you preach. After all, actions speak louder than words.
In Asian culture, you’ll find that it’s unacceptable to go home at the end of the day if your leader or manager is still in the office. This happens even if the employee has finished all of these tasks for the day. They are following their manager’s lead.
Unfortunately, this creates unhealthy work habits that lead to resentment, a decrease in satisfaction, and a toxic environment in the workplace.
Some Western practices that can create a positive change in your team are:
- Flexibility around Time. This can take the shape of being able to leave earlier on Friday afternoon if your tasks have been completed. Creating a safe space for employees to feel comfortable asking for a break when feeling overwhelmed. Mental health days are becoming more common practice in the west.
- Space to Connect. People want to feel like human beings rather than robots. Often inhuman expectations are placed around the workplace for people to work 24/7 non-stop. In contrast, giving them areas to hang out and connect can bring happiness and satisfaction, eventually leading to more productive employees.
- Provide Positive Feedback. Feedback has a terrible reputation because it tends to be reserved for negative situations. You often hear that the absence of feedback is positive feedback, and it should not be different. Providing members of your team with positive feedback would increase motivation, boosts confidence, and shows people you value them.
I mentioned earlier how making people feel seen and heard is of utmost importance. These practices that create positive change are about making them feel seen and heard.
By allowing flexibility around their work schedule, you are showing understanding that they have an essential life outside the workplace that you also value and is an integral part of who they are.
Creating spaces for connection opens opportunities for your employees to enjoy their time at work and forge bonds beyond work. You acknowledge the human need to belong and be part of something you care about.
Finally, and most importantly, you pinpoint what people are doing right by providing positive feedback. This underused tool can help employees know their strengths and boost morale.
At the same time, you are removing the stigma around feedback, and when constructive criticism is necessary, it will be much better received because the employee knows they are held in high regard.
Tiara Hoquee
Psychologist and Emotional Intelligence Coach
Transition Coaching helps leaders to make changes in his team with cultural gaps smoothly and successfully, see HERE