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Matthew Ramirez HR Spotlight
Natalia Brzezinska, Marketing & Outreach Manager, PhotoAiD
Piotrek Sosnowski - Terkel HR Spotlight
Grace He - HR Spotlight

6 HR Best Practices to Cater to the Global Workforce

The global workforce of the day has brought to organizations a long list of unique advantages, and a set of unique challenges too.
How are HR teams preparing themselves to cater to the global workforce? Are they applying the same rules they’ve always relied on? Or are there revolutionary changes taking place that we need to know more about?
We asked leaders if they could give us an overview, and here we are with a quick list of HR best practices to cater to the global workforce.
From effective brand communication to sharing staff culture, here are some great answers to the question, “You must follow a unique list of best practices when catering to a global workforce. Which are your best recommendations?”
  • Translate Your Brand Effectively
  • Be Flexible With Policy
  • Prioritize Diversity and Inclusion
  • Avoid Culture-Specific Language
  • Keep Recognition in Mind
  • Invest in Staff Cultural Education

Global Workforce Challenges HR Spotlight

Translate Your Brand Effectively

When you are trying to cater to a global audience, you need to translate your brand effectively. This means knowing the cultural nuances of your target markets and communicating your brand identity in a way that resonates with them.

Matthew Ramirez HR Spotlight

When you are trying to cater to a global audience, you need to translate your brand effectively. This means knowing the cultural nuances of your target markets and communicating your brand identity in a way that resonates with them.

Matthew Ramirez, CEO, Rephrasely

It also means knowing how to adapt your brand identity to different mediums. For example, your website may need to look different in China than it does in the United States, and your social media posts will need to look different in both countries as well. Getting the details right will help you reach a wider audience and grow your brand in new markets.

Matthew Ramirez, CEO, Rephrasely

Be Flexible With Policy

When you’re catering to a global workforce that’s multinational and culturally diverse, you need to come to terms with the simple truth that people can differ greatly from one another. Rules that work within one culture might not work at all in another, and vice versa. You need to be flexible with your policies and adapt well to the working realities of different cultures and the rules that define them.

Natalia Brzezinska, Marketing & Outreach Manager, UK Passport Photo

Prioritize Diversity and Inclusion

This is important for catering to a global workforce because it helps create a work environment that is welcoming and respectful of all employees, regardless of their background or identity.

We need to consider that global teams are often made up of employees from a variety of different cultures and countries, each with their own unique experiences, perspectives, and needs. We have to cater to such a diverse group to increase employee satisfaction and productivity.

Piotrek Sosnowski - Terkel HR Spotlight

When you are trying to cater to a global audience, you need to translate your brand effectively. This means knowing the cultural nuances of your target markets and communicating your brand identity in a way that resonates with them.

Piotrek Sosnowski, Chief People & Culture Officer, HiJunior

In addition, prioritizing diversity and inclusion can also help companies better serve their customers and clients by being better equipped to understand and meet the needs of a diverse customer base. It can also help companies build a positive reputation in the community and attract top talent.

Overall, prioritizing diversity and inclusion can lead to a range of positive outcomes for the company and its employees, and is overall a highly ethical stance.

Piotrek Sosnowski, Chief People & Culture Officer, HiJunior

Avoid Culture-Specific Language

As a leader in a global workforce and a transplant worker myself, I understand the importance of avoiding colloquialisms in company communications.

Grace He - HR Spotlight

In a remote setting, it can be difficult for multicultural coworkers to feel connected and included. By avoiding colloquialisms, I strive to create an environment where everyone feels comfortable and respected.

Grace He, People & Culture Director, Teambuilding.Com

In a remote setting, it can be difficult for multicultural coworkers to feel connected and included. By avoiding colloquialisms, I strive to create an environment where everyone feels comfortable and respected. I want to ensure that our company’s communications are clear and accessible to all, regardless of background or culture.

I believe that by taking this extra step, we can create a more inclusive and welcoming environment for all of our coworkers.

Grace He, People & Culture Director, Teambuilding.Com

Keep Recognition in Mind

Peer-to-peer recognition makes a vast difference in engaging employees. Recognition helps people find purpose and motivation. This can be delivered through a formal recognition platform, but we can also do recognition by highlighting what a person did in an email or team meeting.

Tony Deblauwe, VP, Human Resources, Celigo

Invest in Staff Cultural Education

Investing in staff integration programs is one of the greatest challenges for a globalized workforce. Keeping staff from feeling isolated is essential, even in a remote workforce, as people can risk feeling as if their specific local needs are not being considered in company growth.

Kristina Ramos - Terkel HR Spotlight

Investing in the opportunity for staff to experience how a co-worker lives in his/her city or country can help to breed team solidarity and communication, which furthers innovation and productivity.

Kristina Ramos, Reverse Recruiter, Find My Profession

Investing in the opportunity for staff to experience how a co-worker lives in his/her city or country can help to breed team solidarity and communication, which furthers innovation and productivity.

Kristina Ramos, Reverse Recruiter, Find My Profession

Undoubtedly, each of these best practices play a crucial role in welcoming a global workforce and helping your organization dip into the unique set of advantages they bring with them.

More importantly, it also helps these employees feel at home in an organizational setup they’re probably experiencing for the first time in their career.

Do you have a best practice or tip you think will provide added direction to an HR team handling a global workforce? Or is there another insight you’d like to share with readers across the globe?

Write to us at connect@HRSpotlight.com, and our team will help you share your insights.