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for its ongoing success. Naturally, this is backed by numerous research papers and studies, which all conclude that highly motivated and positive teams accomplish far more than teams that struggle with morale. Of course, the key to building employee morale, regardless of size or location, is for businesses to have a positive team culture at the core of its values. If you do, the moment a prospective employee walks into your office, they will feel the energy and spirit behind your unique and positive culture.

Let’s start at the very beginning – a very good place to start!


How do you create a team culture in a global

company? Christina Norton reveals the tips and techniques that allow multinationals to build a sense of belonging


or Learning and Development practitioners, creating and maintaining a positive

team culture in a single office can be a tough task in itself. But when teams work in different countries and time zones, additional challenges are thrown into the mix. So how can multinational companies bring their employees together from different corners of the world, to achieve a shared vision and team spirit? It’s no secret that building strong,

collaborative and focused teams at all levels of an organisation is imperative

18 | July 2017 |

In my opinion, achieving a positive team culture begins at recruitment. When recruiting, you should be iden- tifying talent that you want to nurture and retain. Graduates are naturally attracted to the international career opportunities that a global company can offer. However the reality is that, often, employees in large multinational companies need to work for many years, rising through the ranks to a certain management level, before they are offered the opportunity to relocate. Businesses that truly wish to attract

graduates that value international experience can facilitate exposure to such opportunities by communicating the processes and requirements for sponsorship from the outset. Tis is how L&D practitioners can, at recruitment stage, really encourage cor- porate growth through the sharing of knowledge that isn’t orchestrated, but is grown organically through the move- ment of people across global teams. Tis comes in to play when hiring

international students due to visa restrictions and legislation, such as the F-1 OPT visa in the US (work visas for employment that relates to their course of study), which limits them to one year’s work placement following graduation. If visas cannot be extended, global companies can turn this limitation into an opportunity, by thinking about exploiting in-company global movement on appointment. Employees can be nurtured and

retained so meaningful business relationships are built for the benefit of both parties. Yes, it does include some additional expenses such as visa, legal fees and so on, but this is a


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