Global talent management across borders brings many unique challenges to organisations and their managers 🌏 This applies to every stage of talent management – recruitment, retention and resignation.

Focusing on that middle one today – retention – I have been developing some training content with some top tips for managers:
– 🙋‍♀️ Ensure there is a line manager AND a local manager
– 🤝 Understand how trust is built – both in your own culture and the other cultures you’re managing
– 🗣 Learn a few words in the other language(s) – it goes a long way in building rapport
– 🖥 Leverage technology – Google Translate, timezone tools and collaboration tools such as Teams have really enhanced managers’ ability to connect and engage their global employees
– 🏆 Find out if they are motivated by individual goals/rewards or team goals/rewards. Your company may have a policy on setting these, but that doesn’t mean you can’t tailor it in your 1:1 discussions with employees
– 🎉 Learn and celebrate the local context – be aware of their country’s news, send messages for key celebrations etc
– ✈ Don’t forget or underestimate the importance of an in-person visit every so often – especially in relationship-based cultures.

What would you add to this list for important retention tips in global talent management?

If you’re interested in this training for your global talent management team, be sure to contact me.

A-Z of Cross-Cultural Awareness
This blog post is part of a series of short posts on cross-cultural awareness. Keep an eye out for the rest of the series.