5 ways to build a thriving global culture in your business

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Teams are more diverse than ever. With the advances in technology, the shortage of skilled labor and the boom remote work requirementswork has come to challenge the boundaries. Companies that do not embrace this reality and adapt risk being left behind.

I have witnessed this transformation first hand through my work at DOXA Talentwhere we help businesses build high-performing teams by leveraging talent from around the world. With team members in the Philippines, Vietnam, Kenya, and Colombia, I see how today's technology and remote work are not only reshaping the future of business, but also giving people equal opportunities to earn a good living.

This trip has taught me significant lessons about creating a truly global culture. By blending different cultural perspectives, bringing everyone together under a common mission and purpose, we have seen extraordinary results. Our churn rate is less than half the acceptable industry standard and our teams consistently deliver exceptional service with an NPS of 82.

But the most important lesson I've learned is that when we put people first and hold ourselves to high standards, we create an environment where teams can truly thrive.

Here are the top five strategies we've discovered for building a successful global culture that brings out the best in you international workforce.

1. Define your global culture

A global culture is primarily about creating a shared set of values, principles and practices that transcend geographical boundaries. To this end, DOXA prioritizes several core values.

One of our most important values is curiosity, which drives us to learn and appreciate the differences that make each culture unique, while encouraging open-mindedness and new ways of working. Next is the issue of relationships. It is about seeking to understand and accept our differences. This means honoring the unique traditions, perspectives and practices of each culture represented in our organization, building trust and fostering an environment where everyone feels valued. Understanding the experiences and needs of team members from diverse backgrounds helps us create meaningful connections and fair opportunities.

2. Recognize cultural differences

One of the biggest challenges in managing a culturally diverse workforce it's navigating communication styles, decision-making processes, and giving feedback. At DOXA, we understand that these processes are all shaped by cultural norms.

For example, team members in high-context cultures, such as the Philippines, often use indirect communication, while those in low-context cultures, such as the US, prefer direct communication. When it comes to giving feedback, certain cultures are more critical, while others tend to tone down criticism. The decision-making process also reflects differences, as I have observed how some cultures favor egalitarian input and others rely on hierarchical structures. The differences also extend to time management, with punctuality taking priority in some cultures, while others emphasize maintaining relationships over strict schedules.

3. Build a framework for expectations

Something I have found very helpful is the definition of our DOXA culture map, a map in itself that expresses how everyone, regardless of background, is expected to appear in our global culture. This framework sets clear expectations for behavior, communication and decision-making that transcend cultural differences.

Our culture map helps all team members to be aware of this cultural nuances that can affect interactions and adapt accordingly. For example, we encourage direct and respectful communication while remaining sensitive to cultural preferences. We also emphasize relationship building and accountability to balance task-oriented and relationship-based approaches. Ultimately, our framework is about integration: bringing out the best in each culture by connecting everyone under a common operation and purpose.

4. Adapt your leadership style

Leading a global team very well may require you to adjust your natural approach. I know I've had to adapt my style to fit the more reserved and relationship-focused cultures of our Filipino and Colombian teams. This means creating a safe space by asking more questions, listening actively and resisting the urge to enter, settle, or argue. This, in turn, gives others the opportunity to share their thoughts more comfortably.

As a leader, I have adapted mine as well communication style. I've had to temper my instinctive directness with cultural sensitivity and invest in building relationships to foster trust. It hasn't always been easy, but finding ways to respect my team's cultural differences while staying true to my strengths has been a successful formula.

5. Embrace continuous learning

One final piece of advice for businesses looking to bridge multiple cultures: Become a student. Seek out mentors who lead diverse teams and learn from their experiences. Study what other companies are doing—inside and outside your industry—and keep in mind the best practices you can use.

from constantly learning and by staying open to new ideas, you can chart a forward-thinking path. Also, approach this journey with humility. Remember that mixing cultures doesn't happen overnight. It's a process of understanding, evolving, and building a workplace where everyone feels valued and connected to your company's mission. Your ability to integrate different perspectives and life experiences can be the catalyst for winning in today's competitive global marketplace.

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