Belonging vs. Isolation: The Hidden Factor in Global Team Performance

A talented international team, diverse in thought, technical expertise, and supported by a strategic plan, should be an unstoppable force. Yet, many struggle with disengagement, miscommunication, and high turnover. The culprit? A lack of belonging.

Research shows that teams with a strong sense of belonging experience a 56% increase in job performance and a 50% reduction in turnover (Harvard Business Review, 2019). When people feel valued, respected, and included, they contribute more fully—and stay longer.

However, belonging is not a one-size-fits-all concept, especially in cross-cultural teams. What makes one person feel included might make another uncomfortable. To create an environment where everyone thrives, leaders must focus on three key areas: psychological safety, feedback mechanisms, and team rituals. These elements, when adapted to different cultural perspectives, build cohesion and drive performance.

1. Psychological Safety: The Foundation of Belonging

Coined by organisational behavioural scientist Amy Edmondson, psychological safety refers to an environment where team members feel safe to take interpersonal risks—sharing ideas, asking questions, and admitting mistakes without fear of negative consequences.

But in global teams, what counts as a "risk" varies widely. In some cultures, openly challenging a colleague or leader is a sign of engagement. In others, it’s perceived as disrespectful or even damaging to group harmony.

How Culture Shapes Psychological Safety

• High power distance cultures: Expressing dissent may be seen as disrespectful. Psychological safety is built through indirect communication and respect to hierarchy.
• Collectivist cultures: Harmony and group consensus take priority. Individuals may hesitate to speak up unless deep personal trust has been built over time.
• Uncertainty-tolerant cultures: Failure is typically viewed as a stepping stone to growth. Risk-taking is often more readily embraced as a way to create more learning and innovation.
• Uncertainty-avoidant cultures: People may hesitate to admit mistakes or knowledge gaps. There's often a strong emphasis on planning and minimising ambiguity in team interactions.

Example: A Finnish employee in a global team openly questions a strategy, expecting a constructive discussion and brainstorming. Meanwhile, their Indian colleague perceives this as a challenge to authority, leading to discomfort. 

Without cultural awareness, these interactions can breed mistrust and impact team dynamics if not addressed.

Developing psychological safety across cultures requires a conscious and structured effort, ensuring that all team members feel comfortable expressing themselves in ways that align with their cultural expectations while still contributing openly.

2. Feedback: A Gift with Cultural Wrapping

Feedback can be an invaluable gift, a tool for personal and professional growth. However, the way it’s delivered—and received—varies dramatically across cultures. What feels constructive in one context might feel harsh or ineffective in another.

How Culture Shapes Feedback Practices

• High power distance cultures: Hierarchical structures dictate feedback. Upward feedback is rare, not asked for, and never given in front of others.
• Collectivist cultures: Feedback is often indirect and centred on group performance rather than individual contributions. There's typically a strong emphasis on maintaining harmony and avoiding direct criticism.
• Individualist cultures: Direct, one-on-one feedback is the norm, with a focus on personal development.

Example: A German manager working with a Thai team provides direct and detailed individual feedback, expecting it to be received as constructive criticism. However, the Thai employees, coming from a high power distance and collectivist culture, perceive the feedback as rude and demotivating. Adjusting to a more indirect and team-oriented approach leads to better results.

Creating an effective feedback culture requires careful consideration of cultural sensitivities, ensuring that it is not only constructive but also aligns with the values of the individuals and teams involved. 

3. Team Rituals: Cementing Team Cohesion

Rituals shape team culture and reinforce belonging. These shared practices create a shared identity and strengthen team bonds. But different cultures engage in team rituals in vastly different ways.

How Culture Shapes Team Rituals

• Masculine and individualist cultures: Recognition rituals highlight personal achievement (e.g., "Employee of the Month").
• Masculine and collectivist cultures: Competitive, team-based rewards and celebrations drive motivation.
• Collectivist cultures: Meetings often start with personal news-sharing, and social events include family or community involvement.

Example: A multinational company introduces an “Employee of the Month” award to recognise outstanding individual contributions. While employees from individualist cultures, such as the United States, appreciate personal recognition, a team member from a collectivist culture, such as Malaysia, feels deeply uncomfortable. Instead of feeling proud, they worry that the award will isolate them from their peers and disrupt the team's harmony. As a result, they become hesitant to stand out in future projects, fearing that too much individual attention could lead to social exclusion within their team.

To build true belonging, organisations must design rituals that unify rather than divide, ensuring inclusivity across cultural perspectives.

Belonging as a Strategic Advantage for International Teams

Creating a sense of belonging in international teams is a complex yet rewarding endeavour. It requires a nuanced understanding of how psychological safety, feedback, and cultural rituals are perceived and valued across different cultures.

As leaders and managers of multicultural teams, it is crucial to recognise that there is no one-size-fits-all approach to fostering belonging. Instead, success lies in mindfully and intentionally shaping these elements to reflect the needs and values of a diverse workforce. Ensuring that psychological safety, feedback, and team rituals are carefully cultivated allows teams to thrive in a way that supports both individual and collective success.

By focusing on designing these key areas and adapting our approaches to suit the unique composition of our teams, we can create truly inclusive environments where every team member feels valued, respected, and empowered to contribute their best work.

At InCultures, we are committed to empowering international teams and leaders to harness their full potential and thrive in the global market. We specialise in helping organisations develop key team culture elements such as psychological safety, feedback practices, and inclusive team rituals, ensuring that multicultural teams can work together effectively. By equipping teams with data-driven tools and fostering a global mindset, we help organisations build high-performing cultures that support their strategies and drive excellence.

Is your global team thriving—or just surviving? Let’s build a culture where everyone belongs. Contact us to learn how we can help you transform your team for success. 

If you liked this article, more insights on these topics are available through our bi-weekly newsletter. Or continue exploring more of our articles on this topic:

National Culture: Is It Still Relevant in Multicultural Environments and Global Teams?

Is Investing in Cultural Diversity Worth It In Business? What Leading Research Tells Us.

Cultural Intelligence: The Foundation for International Business Success