Look after your staff, both old and new
Focus on tailored training and skill development
“It’s so important to actively help your employees prepare for any new challenges they might face. I’d suggest you use your market research to help inform the training you’ll need to implement. For example, skills and styles employees will need to sell in a UK market in comparison to an American market will look very different.”
Jed Hackling, Co-Founder at Ambl
Build a skilled workforce in new locations with inclusive onboarding
“We’re often working with talent using English as a second language. It means our communications should be as inclusive and conscious of new cultures, languages, and experiences.We try to provide onboarding workflows that deliver information in multiple formats to make learning more accessible. We also ensure that a large part of our onboarding is asynchronous so that our teams aren’t tied to timezones.”
Ray Slater Berry, founder at DSLX
Establish feedback mechanisms to ensure you’re growing the right way
Bring all teams together, however you can
Organize offsites and team-building activities
From Canada to China, teams in different countries can all learn something from each other— that’s a bonus of doing global business. It can be helpful to send high-performing individuals to other locations—this not only encourages knowledge sharing but also reinforces a sense of value and recognition among employees.
Emphasize the importance of in-person interaction
“Face-to-face communication helps us build trust and boosts relationships in ways that virtual meetings simply can’t achieve.Offsites and team-building events are great out-of-office activities, but it’s also important to hold in-person meetings when possible. In today’s hyper-online world, offline meetings are exceptionally useful, especially for feedback loops. You can learn a lot from what someone says as well as their body language when they say it.”
Craig Hunter, Co-Founder and CEO at Dwelling
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