In G-P’s recent World at Work report, 97% of leaders agreed that establishing a global market presence is essential.
However, as companies expand into new markets, it’s important to realize that business isn’t always conducted the same everywhere. And although using an Employer of Record (EOR) is a great way to hire, onboard, and manage talent in other countries, companies still need to master local cultures, customs, and business practices to ensure global success.
Here are some helpful tips for making a great impression in a new market with appropriate business etiquette and a local approach.
Research local customs beyond an internet search.
The internet is a great resource, but there’s no substitute for cultural immersion to truly understand a target market. Deals can fall through, and business relationships can inadvertently be harmed if you are unaware of cultural norms and business etiquette in your target country.
Here are 6 common examples of business etiquette nuances:
- In China, a firm “no” is often frowned upon. Phrases like “I’ll take that under consideration” are commonly used instead.
- In Japan, it’s important to show patience in negotiations. Some cultures are more prone to rush to an end result, but patience is a sign of respect and seriousness in Japanese culture.
- Punctuality is viewed more flexibly in some cultures. In India, for example, there is often more leeway with meeting times.
- In France, appointments are crucial for both business and social connections, but dropping in unannounced should be avoided.
- In Germany, it’s customary to allow the oldest person to enter the room first for a business meeting.
- In Brazil, you should avoid eating with your hands during any kind of business event.
Many of these customs can be found online, but talking with associates who live in the region and observing these interactions firsthand is invaluable. There are subtleties that only cultural immersion can reveal.
Ensure global success with a local point of view.
A one-size-fits-all approach won’t work in the context of global business. There are different traditions, customs, and cultures that your company will have to navigate, so your strategy should be unique for each market.
Rather than sending a corporate rep to your target country, consider hiring local professionals with in-depth knowledge of the region’s inner workings.
This approach has proven highly effective for Kraft Sports + Entertainment (KSE), the organization behind the New England Patriots. When the Patriots had the opportunity to expand into Germany, they knew they wanted to hire someone local to help make authentic connections with the audience there. Without an entity, they used G-P to successfully hire boots on the ground and build their international brand.
“Hiring global talent through G-P is as easy as it is impactful – we’ve been able to build the best team to engage with our fans and clients in new markets on an organic level,” Senior Director of Sales Operations at KSE Joe Dorant said.
A global mindset opens your business up to borderless opportunities, and partnering with an EOR like G-P can help you establish an authoritative presence in any market. Reliable payroll, statutory benefits, and access to in-country experts enable you to tailor your approach to each market while maintaining your company’s brand.
Optimize global strategy with regional expertise and the right tools.
Managing a global business from one hub is difficult and ineffective. If you want your business to be global, your leadership needs to be global as well. Having boots on the ground in other regions will help ensure processes are adapted and translated well.
Good communication strategies are also key for managing a global team. Some ways to ensure effective and efficient communication include:
- Considering cultural differences.
- Establishing a culture of shared documentation.
- Choosing tech tools strategically.
- Fostering trust through regular feedback.
- Instilling accountability to empower teams.
From a logistics perspective, it’s also beneficial to have the proper systems in place. G-P partners with best-in-class HCM, PEO, and payroll providers to offer the most complete global employment solutions. Our integrations bring all your workforce data together in one place, so you can fully support your teams throughout the entire global employment lifecycle.
Enter new markets quickly and compliantly with G-P.
New market entry can be costly if done incorrectly. The time and resources it takes to set up an entity, learn the local business etiquette, master in-region labor laws, and successfully expand to another country are only magnified without the proper guidance.
Fortunately, G-P removes those obstacles by offering industry-leading global employment products and EOR solutions that allow you to start building high-performing global teams in minutes, all without setting up an entity.
Couple G-P’s solutions with research of local customs, the right international talent, and a local point of view, and you’ll be on track to becoming a thriving global company that employees are eager to join.
Contact us today or book a demo to learn more about how to build and manage global teams anywhere in the world.
