Global companies can be especially ambiguous and complex places – which is why leading a global team is such a challenge. As more and more businesses expand their footprints across borders, managers must find ways to navigate the cultural nuances of teams working across time zones. Managing such teams is not just about overseeing tasks but about building connections, fostering understanding, and creating a unified purpose.
In this blog, we’ll look at the strategies global managers need to help their teams thrive, as well as the invaluable support HR teams can provide.
Cultivating global leadership
Managing global teams requires more than traditional leadership skills; it demands cultural agility, empathy, and adaptability.
- Natural leadership vs learned skills: While some individuals may have a natural predisposition for global leadership due to prior international experiences or high levels of self-awareness, these skills can also be developed. Encouraging self-awareness and modeling inclusive behaviors is a good starting point for any wannabe global employee manager.
- Preparation counts: Small acts of leadership can have a big impact. For instance, managers can show their dedication by taking a few minutes to research the current events or challenges in their team members’ locations before a call. Such gestures demonstrate empathy and cultural awareness, fostering stronger connections.
- Start small, think big: Managing a global workforce can be overwhelming, but it doesn’t have to happen overnight. Addie Johnsen, Chief People Officer, Aperian, advises managers to “start small” by focusing on incremental improvements, which can lead to more engaged and productive teams.
Facilitating leadership from a distance
Managers don’t operate in a silo, however. To enable a successful global employee manager, HR has to play a crucial role to simplify processes and reduce unnecessary burdens. This allows managers to focus on what they do best: leading and inspiring their teams.
One way HR can help is by putting the right technology in place. Tools for remote teams like HRIS systems, learning platforms, and internal communication tools provide managers with the resources they need to succeed. From simplifying administrative tasks to promoting cross-cultural training, these technologies can bridge gaps and support managers in leading their teams effectively.
Creating policies for global teams
HR also plays a pivotal role in enabling global employee managers by streamlining policies and ensuring they are clear, accessible, and culturally sensitive. As Ben Eubanks, Chief Research Officer, Lighthouse Research & Advisory, notes, “When we’re making decisions and trying to support our people, there’s layers upon layers of complexity that just makes everything exponentially more difficult.”
Good policies are the backbone of a cohesive global workforce, providing a framework for consistent treatment and expectations. However, creating effective global policies requires careful consideration of cultural differences and communication styles.
- Understand the context: Global policies must be designed with cultural sensitivities in mind. For instance, time-off policies, business travel guidelines, and employee referral programs should be tailored to align with regional norms and expectations.
- Disseminate policies actively: Simply publishing policies is not enough. HR leaders must actively ensure that all employees understand and feel comfortable asking questions about them. As Gerry Menezes, Senior Vice President, People and Culture, Multiplier, points out, “It’s important to follow up with colleagues and make it clear that asking questions is encouraged.”
- Measure impact: Regular feedback is essential to determine the effectiveness of policies. Surveys, check-ins, and open channels for communication can help HR teams refine policies to better suit the needs of a diverse workforce.
- Clarity is key: Policies should be concise and accessible. Menezes suggests that “any policy we create should fit on one screen.” This ensures employees can easily digest and reference key information without feeling overwhelmed.
- Creative communication: Beyond traditional text-heavy documents, consider multimedia approaches like videos, infographics, or audio summaries. Incorporating bite-sized portions of policies into onboarding and training materials can help reinforce their relevance.
Policies, the easy way
With so many competing considerations, it can be hard to know where to start. But as a distributed company, we know a thing or two about crafting global policies. Instead of starting from scratch, take a look at our policy templates which are designed to help you rapidly master global workforce management:
What it takes to be a successful global employee manager
Being a successful manager of global employees is no easy feat, but by embracing cultural awareness, simplifying processes, and leveraging technology, managers can create an environment where their teams can thrive. With the right tools, mindset, and support from HR, global employee managers can turn the challenges of leading diverse teams into opportunities for innovation and growth.
A reputation for strong global management is a boon in some less obvious ways too, allowing businesses to attract top talent, foster innovation and drive growth. To find out more on the topic, download our playbook featuring expert insight and information on the ins and outs of global workforce management.