¿Cómo se puede crear una cultura de compromiso en las diferentes regiones?

Build engagement globally by encouraging open communication, recognizing local contributions, and adapting initiatives to fit each region's preferences. Foster a sense of unity through cross-cultural collaboration and celebrating shared values.

Mixing the same rules for everyone with ways that fit each place helps build a happy & connected team, no matter the distance - Know Each Place: Understand how people work & what they like in each area - Keep Talking: Use tools like video calls & newsletters to chat & share news - Make It Local: Arrange activities that suit each place's style or traditions - Work Together: Encourage teams from different spots to team up on projects - Leaders Leading: Make sure bosses act the same way everywhere, supporting all teams - Celebrate Together: Have a system to praise successes that everyone can join in - Ask for Ideas: Get opinions from everywhere to make everyone feel heard

1. Localized Initiatives: Tailor strategies respecting unique cultural nuances in each region. 2. Cross-Cultural Training: Implement programs promoting global cultural understanding. 3. Inclusive Decision-Making: Involve representatives from regions in decision-making. 4. Celebration of Diversity: Encourage events celebrating diverse traditions globally. 5. Global Recognition Programs: Establish recognition programs on a global scale. 6. Flexible Working Models: Provide flexibility to accommodate regional working norms. 7. Leadership Diversity: Promote diverse leadership across regions. 8. Shared Company Values: Reinforce universal company values for a common ground.

Aligning is indeed THE most important aspect. I’ve worked for an organization that did this impressively and what I’ve learned is that you need to be able to define the culture, what you stand for, believe in and aiming to achieve as a global company. Next step is to succinctly and precisely write it, describe it, communicate it and live it. Third, top management and their minus one levels must be able to articulate it with examples and buy into it.

We can establish a culture of engagement across regions by fostering open communication and acknowledging diverse perspectives. Encouraging cross-cultural collaboration and recognizing the unique strengths each region brings builds a sense of unity. Providing platforms for sharing ideas and celebrating achievements on a global scale helps create an inclusive environment that promotes engagement and connectivity among team members from different regions.

In order to create a culture of engagement across different regions, first step is to align the vision of employees with that of the organisation at a global level. Having a clear and common organisational vision and mission statement at a global level helps in proper alignment and engagement across different regions. Having a robust PMS (Performance Management System) at a global level also helps in better alignment with the organisation's global vision.

Empresas que atuam de forma remota, precisam ter uma atenção maior com seus profissionais para que se mantenham engajados com os colegas e cultura da empresa. Para isso, criar sempre reuniões mensais de forma mais descontraída trazendo diversos assuntos para todos participem, programas de gameficação, a prática de 1.1 para que haja aproximação com os líderes, comemorações de forma online, entre outros.

Effectively conveying the organization's objectives and core values is a common step toward creating a cohesive vision. This guarantees that every regional team is aware of the wider picture and how they fit into it. It's advised to have candid conversations and provide regular updates regarding the company's future to keep alignment.

Creating a culture of engagement across different regions can be challenging due to cultural, linguistic, and geographical differences. However, it's essential for fostering a unified and positive work environment. Here are some strategies to promote engagement across diverse regions - 1. Understand Cultural Differences 2. Global Communication Strategy 3. Localized Engagement Initiatives 4. Virtual Collaboration Tools 5. Cross-Cultural Training 6. Global Leadership Development

Think Global, Act Local >> This approach can work wonder to create a culture of engagement for global employees. At the same time, HR Team must facilitate an ongoing conversation/dialogue among employees to foster trust, inclusion and ownership.

For each region the company operates in, understanding diversity and being able to articulate the culture and get colleagues to engage in it, must be done respectfully with full awareness of local cultural nuances, expectations and involving local management who have lived it and can speak to it, to lead it.

Embrace diversity, I've found that recruiting people with a diverse set of backgrounds has its own advantages for the company. ~First and foremost, we must avoid generic approaches as we are dealing with individuals from all over the world who have different customs, behaviours and legal requirements. ~ Encourage training initiatives that equip people to operate in inclusive workplaces

Build a workplace that values different opinions, teach everyone about various cultures, and set up fair rules so everyone has equal opportunities, no matter their background. Use training programs to help everyone understand and respect each other better, fostering a diverse and inclusive environment.

Recognizing and appreciating the many cultural, social, and professional backgrounds that are present helps regional teams respect diversity. This entails fostering an atmosphere that is welcoming and celebrates a diversity of viewpoints.

One of the most important aspects of creating a welcoming and positive environment is respecting diversity. Here are some realistic methods to show respect for diversity in the community, at work, and in day-to-day encounters. - Educate Yourself - Be Open-Minded - Listen Actively - Use Inclusive Language - Respect Personal Boundaries - Appreciate Differences - Cultivate Empathy

Diversity is the palette of your organizational culture. - Acknowledge and celebrate local holidays, customs, and working styles. It’s like a culinary tour; each region brings its unique flavor, creating a rich menu that’s enjoyed by all. - Create cross-regional teams for projects to blend different perspectives. It’s akin to an international book club where diverse insights lead to a richer understanding of the text.

Estamos en un mundo global y seguimos creciendo, desde mi experiencia en trabajar para distintas regiones hay que ser concientes que nos encontraremos con diferencias de pensamientos, culturas y desiones, sin embargo debemos trabajar en equipo y por un bien en común la cual es el objetivo estrategico de la empresa y que parte de la estrategia de una empresa global es enriquecerse desde cada región y aportes de cada persona para lograr el crecimeinto exponencial

The approach (Think Global, Act Local ) takes into consideration recognizing and valuing diverse and unique local practices/traditions. While the larger umbrella is fine, it makes a huge sense if employees of different regions/ geographies respected from that lens. Of course, HR Team needs to work on it, in a meaningful and mindful way.

I love virtual recognition boards. There's something incredibly special about the personal touch of appreciation. It not only fosters a positive and supportive culture but also allows each team member to contribute their unique voice in acknowledging someone's efforts. These notes become a lasting testament to the collaborative and appreciative spirit within the company. It creates a culture where everyone's contributions are valued and celebrated in a meaningful way. Consider creating a dedicated online platform where employees can regularly engage with and share content related to the company mission. Here they can share success stories that embody your values and participate in ongoing discussions, fostering connection and alignment.

When teams are equipped with the resources and channels necessary to efficiently communicate across geographical boundaries, collaboration thrives. Using collaborative technologies and promoting cross-regional projects can help to build unity and teamwork.

Empodera a líderes locales que comprendan la cultura y las dinámicas sociales de la región. Esto facilitará la implementación de estrategias de compromiso adaptadas y ayudará a construir relaciones más sólidas con los empleados locales. Fomentando la participación activa de los empleados en la toma de decisiones y la resolución de problemas. Esto no solo promueve un sentido de propiedad, sino que también puede identificar soluciones que se ajusten mejor a las necesidades de la región.

Investing in opportunities for ongoing learning and development that are specific to the various needs of workers in various locations is how talent is created. This entails making training courses, job progression opportunities, and mentorship accessible.

Invest in local training programs that account for regional needs and learning styles, much like a global sports league scouts and trains athletes differently based on their local environment and culture. Use both global and local metrics to assess engagement, like a travel blogger who measures both worldwide readership and local engagement in the places they write about. Stay flexible and be ready to pivot strategies as local market dynamics shift, much like a clothing brand that adapts its designs to regional fashion trends.

Para garantizar el crecimiento sostenido de una empresa debemos estar preparados para desarrollar talentos, desde mi experiencia recomiendo tener un plan de formación nacional e internacional para intercambio de pensamientos y plan de acción para hacer cosas distintan que contribuyan al crecimiento global. Por otro lado desarrollar un plan de formación para jovenes, que traigan frescura a los procesos, dinamismo y sinergia, lo cual nos permitirá a futuro tener personas con talentos desarrollados

The effectiveness of engagement tactics is evaluated on a regular basis via feedback systems and assessments. Employee feedback sessions, performance indicators, and surveys can all offer insightful information about how well engagement programs are working.

Understand that culture is constantly evolving and that there are no cookie cutter approach to building a cohesive culture. An organisation can have micro culture within the larger organisation culture. And, if your company is operating out of different geographies, each of them may have their own distinct culture influenced by traditions, social, political and economic culture of those places. Embrace diversity, absorb these micro-cultures and their practices in your larger organization culture to promote a sense of belonging & inclusion for your diverse workplace to create a thriving and engaging culture. Also, be wary of cognitive biases that promote the superiority of one culture over the others.

You need to consider these things; - Align your vision - Respect diversity - Empower collaboration - Develop talent - Measure impact - Adapt and innovate

Creating a culture of engagement across different regions involves focusing on small but meaningful actions and understanding the unique needs of each area. Engagement is rooted in simple gestures like expressing gratitude, providing guidance, and removing barriers. Business leaders need to have the practical skills for having conversations with employees. Secondly, it's crucial to acknowledge that there is no "one size fits all" approach for diverse regions. While developing a global engagement strategy is important, it's equally vital to tailor this strategy to meet the local needs. By combining these approaches, companies can foster a truly inclusive and engaging culture that values both global unity and regional specificity.

Establish core company values that resonate globally. Adapt engagement programs to suit regional preferences and needs. Promote cross-cultural understanding and inclusivity. Use digital platforms for transparent, consistent communication. Appoint regional leaders who understand local dynamics.

Geographical diversity can be a hindrance sometimes in creating great engagement programs. Adapting the initiatives to local vibe and involvement of local businesses communities through ERGs, integrating with regional engagement calendars and providing freedom to celebrate core values of the organisation bind the employees well.

1️⃣ Align Your Vision: - Tailor strategies respecting cultural nuances. - Implement cross-cultural training. - Encourage events celebrating diverse traditions. - Provide flexibility for regional working norms. 2️⃣ Respect Diversity: - Appreciate diverse perspectives. - Avoid one-size-fits-all policies. 3️⃣ Empower Collaboration: - Create platforms for global collaboration. - Promote a culture of trust. 4️⃣ Develop Talent: - Offer flexible learning opportunities. - Provide coaching and mentoring. - Recognize achievements. 5️⃣ Measure Impact: -Use surveys to assess engagement. -Identify areas for improvement. -Celebrate successes. 6️⃣ Adapt and Innovate: -Recognize culture is dynamic. -Monitor global changes. -Experiment with new ideas.

Una mirada integradora puede ayudar en este proceso, hacer sentir a las personas parte de independientemente de su ubicación o posición, ayudará al logro de objetivos y al fortalecimiento del compromiso para con la organización y el equipo de trabajo.

Ultimately the culture of engagement must result in - a) increase in top and bottom line b) increase in customer satisfaction c) increased focus on sustainability issues d) enhanced value for stakeholders e) happy and motivated employees. Various initiatives need to assessed from the above 5 pointers framework- whether things are on track or need compass-adjustment.

Language is key. Offer multilingual support to ensure clear communication. Technology is your ally; utilize tools that bridge time zones and geographical distances. And we must remember, listening is as important as speaking; encourage feedback from every region to understand their unique perspectives and needs. Just as a musician tweaks their instrument to the acoustics of the hall, adapt your approach to the cultural 'acoustics' of each region.

Não tem como pensar em melhoria, se os colaboradores em uma região relatam dificuldades, sejam de locomoção ou interação entre seus membros. Então em primeiro lugar, é importante avaliar quais urgências precisam investir.

A través de un programa de Employee Advocacy, puedes lograr generar arraigo y sentido de pertenencia entre los trabajadores, no importa el lugar en el que estén. Cuando un trabajador está más informado de lo que pasa en la organización y además cumple un rol de promotor (también de defensor) y es reconocido por eso, su compromiso con la marca será mucho más sólido y creíble, especialmente para quienes lo rodean.