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Topics: Workplace, Training, Jobs, Communication, Company Culture, Globalization

The current pandemic situation has driven home to us, just how connected everyone is, regardless of their location. We also know the importance of company culture to job seekers, company culture is what sells your organization to prospective employees and what keeps your valued employees with the company. When your organization is global, how do you ensure that each location represents the same company culture to your employees? How does this work when your teams are moving to a virtual situation in response to the current pandemic? Your sites, and employees, do not exist in individual silos – all pieces need to work together to ensure the overall success of the organization.

1.      Set Global Standards

Culture is often a conscious process for the organization, it is based on the values, communication and cohesion. It is crucial that you work with your global employees to set out standards that are accepted by all of your locations. The mission, values and vision of the organization must be consistent at all of your locations in order to maintain a cohesive company culture. Setting out the expectation will help you to build a strong foundation that will carry your organization throughout the challenges you will face. These standards can also provide your teams with a process to follow when much is rapidly changing and evolving, lowering your employee's anxiety and stress.


2.      Inspire Leadership Buy-In

Your leadership team is instrumental in setting your company culture, regardless of where they are located. If your leadership team doesn’t buy-in to your company’s mission and values they will not be able to support their team’s adoption of the culture you are cultivating. Your leadership team should be your biggest evangelists who support your long-term vision. This might mean that your leadership at each location needs to spend time at your head office to gain an understanding of how culture is upheld at the main hub of your organization. They can then take that learning back to their satellite locations and build on the culture with their teams.


3.      Infuse your Culture with Local Tradition

It’s important to remember that each of your locations will come with traditions and nuances which may affect the company culture. Make an effort to understand and implement portions of the local tradition and greater societal culture into your company culture. Bring together a team to be cultural ambassadors for each of your sites. Encourage teams to celebrate or support holidays for the global locations. Perhaps your offshore location would enjoy celebrating North American Thanksgiving, or maybe your North America sites would find it interesting to learn more about another country’s holidays, food and traditions. The goal is to make your sites feel like they are connected and a part of the larger picture.

Sharing traditions

4.      Encourage Cross-Office Collaboration

What happens when your team only communicates with people who think the same as them? It leads to group-think and lack of diversity in thought and ideas – leading to stagnation and predictability. When forming an interconnected company, it is important that you encourage all sites to work together on the completion of projects. Not only does this encourage relationships between your teams, it also provides an opportunity for your teams to learn something from someone outside of their normal interactions. The technology available for teleconferencing is better then it has ever been, most conferencing technologies allow you to share your screen and whiteboard during brainstorming sessions. It is the best time to encourage this type of collaboration. 


5.      Empower Employees

It can be scary to trust your employees with taking action, but empowering your employees can help your business, and its culture, thrive. Employees who feel empowered to make a decision or complete their work without micromanagement are more likely to be engaged in your company and help you grow. Empowered employees are also more likely to find the company values and mission matching their own, this encourages your team members to buy into the culture of your business.

It is essential that your company culture be an echo of your company’s mission and values. If your mission is to be a global organization, it is crucial that your culture reflect that mission, no matter where your team is located.


Do you want to work with a global organization with a strong culture? Click the link below and see what jobs Bill Gosling Outsourcing has available in your area.


David Rae

David Rae

David started with Bill Gosling Outsourcing in 1983. As CEO, he sets the future direction of the organization, develops services that help with clients’ pain, while ensuring that the strategic direction is aligned to the shareholders’ requirements. During his tenure, the company has expanded internationally, opening offices in the United States and the Philippines. Also known as Razor, David is a drummer extraordinaire and his favorite bands include Blue Rodeo, Lighthouse, Supertramp, The Eagles, Fleetwood Mac, and The Guess Who.

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