What you need to know about intercultural communication

The digital revolution has greatly accelerated the globalization trend of the past few decades. This trend has obvious benefits for the company and its employees. However, when people find jobs that are not necessarily related to their geographic area, challenges also arise.
One of these challenges is to promote active and effective cross-cultural communication in the workplace.
Yes, that’s a bite. In multinational organizations, cross-cultural communication refers to developing a framework to understand any culture, including corporate culture. This is no small task, because every employee must understand their own verbal and non-verbal communication and cultural concepts.
Why is cross-cultural understanding so important?
Most companies claim to be inclusive and acceptable. That’s because they are great attributes of advertising. However, true cross-cultural understanding goes far beyond helping employees celebrate the various religious or national holidays they hold dear.
In a global environment, success depends on the ability of people to communicate and collaborate effectively. In addition, misunderstandings can occur even among people of the same culture who work in the same office space. There must be a framework that leaves room for comments and clarifications.
Cross-cultural understanding does not mean that every employee becomes a cultural expert. Nevertheless, it still needs openness and empathy.
Start with onboarding
To be fair, every employee’s journey, regardless of whether the company is a multinational company or not, should start with a well-designed onboarding plan. This is especially important for remote teams, because they cannot trust good colleagues sitting next to them.
It is important to discuss the organization’s policies, values, responsibilities, and culture. These “welcome to the team”! Meetings should cover all important aspects of multicultural organizations.
New employees should understand what it means to work in a diverse environment. It is important to encourage employees to voice their concerns and provide the tools and support they need.
Training in intercultural communication is essential
An initial introduction to the organization and its sociocultural dynamics is a good starting point. However, ensuring smooth collaboration is not enough. That is why companies must provide cross-cultural communication training programs tailored to the specific requirements of the organization.
The purpose of this learning program is to eliminate existing cultural biases. Teach employees the best way to analyze and explain various cross-cultural interactions. The training also aims to cultivate self-awareness in perceiving others and communicating with people of different backgrounds.
In addition to explaining various aspects of cultural acceptability and expectations, the company should also demonstrate its etiquette and procedures in meetings, project cooperation, and conflict resolution.
Cross-cultural analysis business model
Cross-cultural analysis business model, or BMIA, is a tool that analyzes cross-cultural issues through six understanding angles to solve cross-cultural issues:
Communication is obviously important, because language differences affect various ways Great impact messages are formulated and explained. Non-verbal aspects also vary from culture to culture.
Cultural themes rooted in religion or historically constructed beliefs must be recognized and integrated. From the perspective of employees and customers,
group dynamics are important; In a highly individualistic culture, decisions and actions are often everyone’s privilege, while in a collectivist culture, the group (whether family members or colleagues) The right to speak is necessary.
Global localization is a reality, requiring brands to flexibly adapt to local culture in order to play a good role in it.
Process engineering for multinational companies is an important topic because technical (and overall) resources may not be the same in all locations. Businesses should consider this up front.
Time orientation varies from culture to culture and can have a huge impact (and a source of conflict) among team members who have different ideas about processes and timelines.

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