In addition to facing their own biases, implementing diversity initiatives, evaluating and measuring, many managers and top leaders face a variety of challenges – it is not an easy job but the payoff, both professionally and personally, is well worth it.
Differences in cultural values demand an extra set of skills when trying to motivate changes in a diverse workforce, unlike workers of similar backgrounds.
Here are three methods:
Interpretation: Understand why and objectionable attitude is taking place. For example, when workers communicate in their native language, some supervisors may think they are saying something against them or the company. The fact is that they may feel they can articulate more efficiently to get the job done.
Expectations: It is essential to make clear the expectations in a simple language. In many cases expectations in their native language might be carried out in a different method. Many new immigrants hardly ever express or oppose their views to the management. They do not want to be looked down on as complainers. Many newcomers have a great deal of admiration for management and the company.
Affirmative Reinforcement: It is very important to give constructive feedback when due. Try to distance yourself whenever a problem arises. Take a moment to assess the situation and then clearly offer suggestions to solve the problem.
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