Introduction
With nearly two decades in HR, I’ve navigated the complexities of managing global teams and reporting to managers outside India. In today’s corporate world, international reporting structures are common, offering great exposure but also bringing unique challenges like:
- Time zone gaps – Late-night or early-morning calls.
- Cultural differences – Varied leadership styles and expectations.
- Virtual connection hurdles – Building trust without in-person interactions.
- Visibility struggles – Staying relevant and recognized in a remote setup.
Through my journey, I’ve faced these hurdles firsthand and learned how to adapt, grow, and thrive in a global reporting structure. Here’s how!
Challenges Faced & How I Overcame Them
1. Cultural Differences & Communication Styles
My first experience reporting outside India was in 2011 with an Israeli company. The work culture was vastly different from my past experiences at a British multinational IT and an Indian ITES firm.
📌 Culture shock:
- The Israeli work environment encouraged direct challenges and debates—a stark contrast to India’s hierarchical structure.
- My manager asked me to challenge senior leadership—something I had never done before! It was uncomfortable at first but later became empowering.
🎯 How I adapted:
- Observed and embraced the company’s culture rather than resisting it.
- Understood that challenging ideas didn’t mean disrespect—it was about driving the best outcomes.
2. Time Zone & Availability Issues
At first, I loved the flexibility—no one tracked my office hours! But soon, late-night calls became routine, and even small issues required waiting for responses from different time zones.
📌 Frustrations:
- Work-life balance took a hit.
- Urgent matters got delayed due to waiting for approvals.
🎯 How I managed:
- Proposed rotational meeting schedules – One week I stretched, and the next week my counterparts did.
- Prioritized meetings – Used recordings for sessions where I was only a listener.
- Became more independent – Learned to take decisions and build trust to avoid unnecessary escalations.
3. Visibility & Recognition
In a virtual setup, perception matters more than ever. Without in-person interactions, it became crucial to communicate effectively and ensure my contributions were seen.
📌 Challenges:
- The saying “out of sight, out of mind” started feeling real!
- Good work wasn’t enough—I had to ensure it was noticed and appreciated.
🎯 How I overcame it:
- Took initiative in global projects to gain visibility (e.g., HR systems transformation project).
- Scheduled regular check-ins with my manager to discuss key contributions.
- Learned to present ideas persuasively and make an impact in virtual meetings.
4. Trust & Relationship Building
Building trust with a manager and stakeholders you rarely meet in person is challenging. Luckily, before COVID, I travelled quarterly, which helped bridge the gap. But post-COVID, everything shifted fully virtual.
📌 Difficulties:
- Harder to build personal connections.
- No informal chats to strengthen relationships.
🎯 How I made it work:
- Scheduled virtual coffee chats for casual, non-work conversations.
- Celebrated team birthdays and milestones online—small but meaningful!
- Took cultural training to understand Israeli work culture, making communication smoother.
Key Learnings for HR & Professionals
🌍 Adapt your communication style – Learn the cultural nuances of your global team.
⏳ Prioritize & manage time zones smartly – Don’t burn out trying to attend every meeting.
💡 Visibility is key – Speak up, take initiatives, and share your achievements.
🤝 Relationships matter – Build trust through both professional and informal interactions.
Conclusion
Working with an overseas manager can be both rewarding and challenging. While cultural and time zone differences exist, effective communication, proactive engagement, and adaptability can make the experience enriching.
💬 What’s your experience working with a global manager? Share your thoughts in the comments!