FREE REPORT: MANAGERS MAKE - Better Employees · FIVE COSTLY MISTAKES ... FREE REPORT: By Eduardo Figueroa, MBA. "In my more than 20 years of teaching and dealing with Spanishspeaking

FIVE COSTLY MISTAKESMANAGERS MAKE

in their communication that causes poorperformance in Latino supervisors

FREE REPORT:

www.HispanicBusinessConsultants.com

By Eduardo Figueroa, MBA


"In my more than 20 years of teaching and dealing with

Spanishspeaking employees, specializing in the development

of effective Hispanic/Latino supervisors, in different industries

here in the USA, I have learned a great deal about how

management styles shapes the productivity of a multicultural

workforce. I would like to share some insight on how

intercultural communication affects the productivity, loyalty, and

cooperation of Hispanics/Latino employees."

EDUARDO FIGUEROA, MBABusiness Consultant, Author & Public Speaker

ABOUT THIS REPORT


In this first part of the article, I will describe some of

the costly effects managers make, and should take into

consideration when dealing with Hispanic/Latino

employees whose first language is Spanish. These are

not in a specific order, as the level of importance

depends on the organization, the type of leadership in

place, and on each individual.

VERBAL COMMUNICATIONAND BODY LANGUAGE


As many of the points I make here, are applicable to

many different individuals and situations, the problem

is that these issues are more sensitive when it comes

to managing people from different cultures, and can

have costly side effects to the efficiency of your

company. Take these points into consideration when

handling your SpanishSpeaking supervisors to

improve their productivity, and achieve results faster

and more efficiently.

FIVE COSTLY MISTAKESMANAGERS MAKE

In their communication that causes poorperformance in Latino supervisors.

Cultural differences in communication


By Eduardo Figueroa, MBA

1. FAILING TO BUILD A


In general, Hispanics are more interested in developing a long

term relationship; a relationship based on trust and respect.

This can take time. Trust begins to develop from how they

perceive tone of voice, intentions, actions, understanding the

true interest the other person portrays, and their sensitivity to

the needs and constraints Hispanics/Latinos have. With that, it

is based on how well you make them feel when you interact

with them.

What to do:

Take the time to talk and get to know each of your employees,

ask about their family, friends, life, and remember important

details. Be sensitive to their needs and limitations and make

them feel important.

PERSONAL RELATIONSHIP

2. TAKING PERSONAL CONTACT


Hispanics/Latinos generally like and seek personal contact;

they tend to embrace more, reach out for handshakes, touch

the other person (without malice), and also to stand close to

the person during conversation.

What to do:

Handshakegreet your employees (learn their "handshake")

allow them to stand near you (of course there is always a limit)

TOO PERSONALLY

3. MISUNDERSTANDING THEIR


With regard to eye contact, culturally Hispanics/Latinos tend to

avoid eye contact. One reason is that they feel it is

disrespectful, but don’t assume they're hiding something,

(though as always there are exceptions).

What to do:

Do not force the person to look into your eyes and don't react

in a suspicious manner if they don’t look you into the eye.

LACK OF EYE CONTACT

4. ASSUMING INSTEAD OF AFFIRMING


Hispanics/Latinos have a tendency to move their head in an

affirmative way during conversation, but this does not

necessarily mean that they understand. The gesture is usually

a sign of agreement, or that they are paying attention to you in

conversation.

What to do:

For starters, do not assume that they understood or agreed; ask them

what did they understand and what they think of it, to make sure

everything is clear and that they understood the idea you conveyed.

And if you were you speaking to them in English, I suggest that in

addition to the verbal instructions, also give them the instructions in

written form or send them a text message, even if i t 's in English,

because if they did not understand and were afraid to ask, maybe

they wil l ask someone else to help them translate the written

message you gave them.

5. NOT ADJUSTING YOUR


When communicating with Hispanic/Latino employees always

try to recognize the "Platinum Rule" which is: Treat people the

way they want to be treated," and even better to combine it with

the "Golden Rule": Treat others the way you want to be

treated.”

What to do:

Pay attention to their reaction through their tonal voice and

body language when you say or act upon something, and if you

notice a negative reaction, ask them directly what they did and

did not like in your way of communicating. Take the time to

learn about their culture and customs related to interpersonal

communication. Also, in a friendly manner, explain how you

prefer them to communicate with you to prevent

misunderstandings for a more cooperative relationship.

COMMUNICATION EFFECTIVELY

SUPERVISORY AND LEADERSHIP DEVELOPMENTTRAINING PROGRAM IN SPANISH

FIVE REASONS WHY YOU SHOULD CONTACT US:You have supervisors and employees who need training in Spanish.You want to increase profitability and improve the productivity and attitude amongstaff.You’re looking for a trainer who has more than 18 years of experience developingleaders, can train in native Spanish, and is bicultural.You need a trainer that is committed to developing high quality, self sufficient leadersthat will help your company save hundreds of thousands of dollars in the long run.Over all, you are looking for an effective trainer who has a good record of gettingresults.



With over twenty years of experience, Eduardo has become a Latino business

specialist by training and mentoring supervisors, leads, salespeople and managers.

He is one of the few bilingual trainers dedicated to teaching individuals to become

better and more productive employees through special, tailormade programs or his

online courses in Spanish.

Eduardo Figueroa holds a Masters Degree in Business Administration from the

Instituto Panamericano de Alta Dirección de Empresas and a Chemical Industrial

Engineering Degree from the National Polytechnic Institute, both in Mexico City.

EDUARDO FIGUEROA, MBABusiness Consultant, Author & Professional Leadership Trainer

Hispanic Business Consultants2510 N Grand Ave. Suite 101,Santa Ana, CA 92705Office: (714) 5161111email: [email protected]

Documents

FREE REPORT: MANAGERS MAKE - Better Employees · FIVE COSTLY MISTAKES ... FREE REPORT: By Eduardo Figueroa, MBA. "In my more than 20 years of teaching and dealing with Spanishspeaking