In an increasingly globalized economy, managing virtual and remote times has become a challenge for many companies. Companies already support 100% remote job vacancies, which makes a one-time quantity required without even going to the office once. A movement that was already underway and gained strength with the pandemic was that of the so-called digital nomads. According to a study carried out by the MBO Partners platform, the number of professionals of this type grew by 49% in 2020, reaching almost 11 million people in 2021. This is only in the United States.And all this new corporate organization, of course, imposes barriers, especially when it comes to different time zones, technologies, languages and cultures.
cultural diversity are particularities that represent different cultures, they can be language, cuisine, traditions, religion, customs among others, more and more companies are investing in cultural diversity because it is becoming more and more trend, increasing even more their performance and optimizing each the results, virtual teams are formed by people geographically distributed, so these people can be from different countries and consequently from different cultures, and this difference is what brings cultural diversity. Because these differences can, if not managed, bring some discomfort to all those involved, the management of these teams is fundamental for the same to develop in a correct and profitable way.
1- Use virtual communication tools
To ensure that everyone is aligned on the company's goals and strategies, regularly send emails that update employees on the latest developments. Web conferencing tools are also an excellent way to strengthen bonds between team members. Since employees around the world have little personal interaction with their colleagues at headquarters, any form of communication that includes live video can be useful for building trust from a distance.
2 - Trust promptly
To build trust between colleagues within an organization, start the relationship on the assumption that your employees and colleagues are trustworthy. Instead of requiring employees to show confidence in you, give them the opportunity to work knowing they have your full support. Only when an employee fails to live up to expectations or abuses the relationship should you or a supervisor reconsider this strategy.
3 - Keep it honest
Building an honest and open working relationship with your colleagues is critical to establishing trust. Therefore, maintain transparent and ethical behavior, encouraging openness among team members. When you create a transparent environment, your team will feel they can trust you and will also work to maintain that openness.
4 - Be available
A remote team needs to feel like they can contact their managers and colleagues at any time. Leaders who do not maintain close and open contact may even be viewed with suspicion. If you cannot be available during the workday, establish guidelines on when and how employees can contact you.
5 - Be consistent
A mutual understanding of what is expected of each employee in the workplace is one of the foundations for building trust. As a leader, strive to address different situations and collaborate on similar approaches. When an employee feels that they are respected in the same way as their peers, they tend to assume a higher level of commitment to their work. While remote teams face challenges, a sense of trust in their leaders and colleagues is the best foundation for encouraging productivity and engagement. Creating a work environment in which everyone can grow is sure to help you, your colleagues, and the company succeed as a united team.
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