Espaços de trabalho descontraídos, salas de estar comuns que promovem conversas e encontros entre pessoas e negócios, vários eventos por semana, são conceitos que a pandemia colocou em pausa. Mas para Miguel Rodrigues, promotores do LACS, fazem cada vez mais parte do futuro do trabalho. Artigo publicado no LACS@The Next Big Idea – Futuro do Trabalho – […]
Building bridges: when cultures meet in the workplace
To be successful in the global economy more companies are hiring an increasingly diverse workforce. Different cultural backgrounds and nationalities bring different perspectives into the workplace, potentially making teams more agile and dynamic, but can also bring along some challenges. We look at how to avoid the potential pitfalls of working in multinational teams and how to make the most of cultural diversity for success.
Multinational teams made up of staff from potentially very different cultures and backgrounds are held up as the ideal model for companies focused on the global market. But what challenges do these teams pose in terms of working side by side on a daily basis, and how can those differences be harnessed for success rather than becoming an obstacle to it?
One of the first barriers to overcome in a multinational team is language. When a variety of nationalities are together in a single team, the language that they choose to speak among themselves is crucial. The one most often chosen is English as it is largely seen as the current lingua franca for business.
“In our operations in Lisbon we deal with 10 different languages but about 16 different nationalities,” explains Maximino Gouveia, Head of Lisbon & Valladolid Delivery Center for Cognizant, whose Lisbon base is at LACS Conde D´Óbidos. “However, across the company, English is the standard language for communication purposes,” he adds.
Maximino Gouveia – Head of Lisbon & Valladolid Delivery Center for Cognizant
Simon Wehrli, a full stack engineer with LACS-based software firm freiheit.com, says that his company also employs a number of different nationalities including Swiss, German, Syrian, Portuguese and Russian. English is not the native language of most of the people in the freiheit.com workforce but that is the language most used among its employees.
Although freiheit.com was initially based in Hamburg, Germany, after it made the decision to employ people focusing on their skills rather than their region, teams had to switch the language they used daily. “We develop software, so it was not too hard to switch to English,” says Simon Wehrli.
Simon Wehrli sitting left on the sofa, with the freiheit.com Lisbon-based team
Different outlooks bring benefits and challenges
“Multinational and multicultural teams typically involve different understandings of behaviours and expectations,” says Maximino Gouveia, identifying both the greatest benefit and the biggest potential pitfall of these diverse teams. This variety of outlooks makes teams more innovative and creative and fuels company success, he says, but also requires careful onboarding of new team members and close supervision of associates needs in the longer term.
Company culture and flexible workspaces are an asset
The most important factor for international teams to fulfil their potential is the culture of the company they work in. An organization that actively promotes integration and focuses on what each individual can bring along is working towards its own success.
“Professional culture matters as much, if not more than technical skills,” says Simon Wehrli.
Cognizant’s Maximino Gouveia agrees and notes that his company’s culture has “diversity and inclusion as part of our DNA.”
Additionally, working alongside other companies with multinational teams, within a flexible workspace like LACS can further benefit company culture by increasing opportunities for contact with other cultures and teams outside the confines of the organization.
“The fact that not only Cognizant but also other tenants at LACS have multinational teams definitely contributes to our associates’ integration, by establishing connections among them,” says Maximino Gouveia.
Newsroom PT Small
O Carpe Diem Arte e Pesquisa (CDAP), o Manicómio, o Centro Português de Serigrafia, a Associação Inter.meada, a Abreu Advogados, a Galeria This is Not White Cub, o LACS, a Mexto Property Investment e o projeto Not a Museum lançam com o apoio da Fundação Millennium BCP, um concurso-prémio dirigido a alunos dos cursos de […]
A comunidade Menos Hub – promotora do movimento #compraaospequenos – mudou designação para Impulso e lançou o projeto “Expansão”, disponível através de subscrição mensal ou anual. Trata-se de uma iniciativa para apoiar empreendedores e pequenos negócios no seu processo de crescimento. Através de quatro áreas específicas – especialistas, parceiros, conteúdo e visibilidade -, a iniciativa […]
ARTIGO DE OPINIÃO: EM TUDO O QUE 2020 MUDOU VAI VOLTAR A SER COMO ERA. DO DINHEIRO AO TRABALHO, UM SPOILER ALERT PARA OS PRÓXIMOS ANOS
Neste processo híbrido os espaços de cowork surgem como candidatos ao Óscar de melhor cenário. Um desses exemplos é a LACS, um cluster criativo com três espaços em Lisboa. “Os escritórios flexíveis serão o futuro seguramente. A ideia de que estes espaços de trabalho eram fundamentalmente para freelancers e startups está a mudar e as grandes empresas, […]