Your international team is supposed to be efficient, their skills are supposed to complement one another but you find yourself with a team in disarray. Your team is unfortunately not as agile as you had hoped. In fact, together they might even be making each other less efficient.
How is this the case? People are always talking about the benefits of an international team. International teams can be the best teams for your organization but they also come with their own challenges.
Cross-cultural issues
The term culture shock probably means something to all of us. Specifically, it is a feeling of anxiety or disorientation as a result of coming in contact with another culture. It is experienced by people who are not familiar or who have not had much experience with the new culture. Culture shock is expressed through many negative emotions such as frustration or depression but often the person who is affected by culture shock does not know what they are suffering from.
Your expectation as well as the expectation of many of your host country national (HCN) colleagues is that an international team is a more effective team. When you and your colleagues realise that this is not always the case, you begin to lose faith in a multicultural team. The productivity of all members in the team is then lower than it should be. If fact Forbes has said that 84% of digital projects with international teams are unsuccessful!!
What is going on? A silent thief!
Unknown to you, some of your international colleagues are probably struggling with everyday issues. For example, some international colleagues may not understand why a colleague said something to them in a particular tone. Or they might not understand why they cannot find a large range of products at a grocery store, but instead have to go to a grocery store, a bakery and drugstore. Different aspects of life in the new culture will be a challenge for different people. Naturally you cannot know all the reasons that cause an employee’s culture shock but you must know this: it is there, it is silent, and it is causing a disjoint among members of your team.
How to resolve cross-cultural issues
Without awareness of these issues, you cannot know how to counteract it. Congratulations on taking the first step to a more stable team.
The next step is the acknowledge that different employees from different cultural backgrounds need different support. For example, a colleague from Europe may simply need help on systems (such as the citizens’ center (De: Bürgerbüro)) in Germany, whereas a colleague from Japan may need to know that it is acceptable to freely add their views during a business meeting.
Next you will want to make clear that there should be an open discourse between the international employee and you as their superior so that when they are unsure, they can come to you with their questions. If you do not create a culture of ironing out little issues, eventually they will be bigger issues which cause larger disruption to your team.
This can include demotivation and even cases of depression. After investing in highly capable candidates, you do not want to lose them over an inability to adjust to their new surroundings. You know that you ought to give them a fair chance when integrating into your team.
Something not to forget
This also applies to colleagues who have been in your team for a longer period of time. Culture shock and cross-cultural confusion is an ongoing battle. Culture shock normally sets in after a few months of being in a country - once the euphoria of living in the new country has worn off. After that, the person normally makes some necessary behavioural changes which reduce friction between their culture and the new “target culture”.
For some time this helps ease culture shock and the person may begin to enjoy their time in the new culture. At a later stage, normally after about one and a half years, the person may be hit with another bout of culture shock - normally resulting from issues that have not yet been resolved for the person such as question as to their own cultural identification and the future of their cultural identity. There are even some scholars who write about bouts of culture shock reoccuring years after a person has moved to a new culture. However, it is important to stress that this is not true of everyone; naturally some people will not have severe bouts of culture shock.
If you do not address cross-cultural issues, you will not become the most efficient team you can be and you will continue to lose time, money and capable employees who only need your guidance.
More information
Take at look at our website for more information on cross-cultural topics.