Managing Culture Diversity
Understanding and managing culture diversity is critical when trying to create a team of highly efficient workers in a growing workforce. The business world is plagued with inefficiency and lack of team building. Managers are not engaged in the worker’s day to day struggles and don’t take the time to sit down with each employee to learn from their employee’s experiences and diverse views. Engagement in employee productivity, making clear goals and understanding the importance of placing top employees on growth initiatives are three main lessons when managing cultural diversity.
Diversity can be either part of an organizations success or its downfall. Engaging and interacting with employees will create better work conditions and more satisfied employees. Taking the time to listen to employees struggles and making them feel as if they are part of the decision-making process will empower employees to have long term vision and offer solutions for growth. Many employees set a very high bar for their employers because they feel that they have earned their rank and have worked harder than their peers and therefore their contributions should be valued. By providing stimulating work and allowing diverse employees to work in teams will allow their skills to be evenly contributed. Employees have both weaknesses and strength; by pairing employees from the different spectrum levels skills with other employees will allow employees to learn from their differences; helping to increasing efficiency and output. It may seem obvious but the solution for senior management should be to triple down in employee engagement and participation. Employees should feel comfortable in working in teams with other employees that may not necessarily share their views but the overall synergy should allow them to learn from each other. It also means regularly taking the temperature of the various talents and making adjustments to ensure the team is operating efficiently. Managers should regularly engage and set realistic goals that will both challenge and allow employees to shine. Engaging in employee diversity and productivity not only boosts involvement but also captures innovative ideas that only a diverse workforce can bring to fruition.
Organizations needs to hire smart creative people with diverse backgrounds and views. The company should make clear goals and offer a positive mission statement. This will help remind employees that their strengths are in the form of diverse backgrounds and views. Passionate ambitions can help them rise in the company. Furthermore, taking the time to make known to employees where they stand in the company will help them understand their rank. Such feedback can help them overcome any shortcomings.
The importance of taking top ranking employees and giving them opportunities to take initiatives to spur growth can prevent the company from becoming stagnant. A business needs to constantly evolve and grow or else they risk stagnation and loss. By placing top employees on a mission to seek out new opportunities for growth can help spur new innovation with the changing times. Similarly, managers should not make assumptions about promising employees about future rewards if they are hesitant to embrace those goals with passion and fervor. In many talented and diverse programs, there is a pre-conceived notion that one employee can lead the rest of the team without gaining input from the rest of the team members. That’s understandable to a certain degree, however some companies require skills that are very technical that no single employee can master or acquire. Therefore, a high rotation program should exist which should rely on monthly rotations to allow each employee to take a leadership position amongst his team members. This will allow hidden talent to come to the top. There are employees that have brilliant minds but because they may have introvert personalities, the may not want to take the position of a team leader. By offering consistent team rotation, low profile employees can become high profile leaders. Too many managers can thwart cultural diversity and put their business at a disadvantage when they seek out employees based on their views of what it means to be a leader.
Great managers elect to suffer alongside the rank and file of their employees. When employees are struggling, managers should feel empathy and try to remove the barriers that is preventing employees from reaching their potential. When it comes to culture diversity, managers should interact with all employees to understand their concerns whether they agree with their views or not. Managers should understand that diversity can create both effective and ineffective teams. The manager’s job should be to motivate and appraise the efforts of the individuals when their contributions are making the team stronger and to mentor when teams are becoming isolated and less productive.
Harvard Business Review, J. (May 2010.). How to Keep your Top Talent,