<p class="MsoNormal"><span style="font-family: 'Calibri',sans-serif; mso-fareast-font-family: 'Times New Roman';">Effective recruitment lies at the heart of driving business success, as the ability to attract and retain top talent directly impacts an organization's growth and competitiveness. In the dynamic landscape of the </span><a href="../../../../news/what-new-technologies-in-APAC-means-for-skills-based-hiring/"><span style="font-family: 'Calibri',sans-serif; mso-fareast-font-family: 'Times New Roman';">Asia-Pacific region</span></a><span style="font-family: 'Calibri',sans-serif; mso-fareast-font-family: 'Times New Roman';">, where businesses operate in diverse markets and compete for a limited pool of skilled professionals, the role of workforce analytics in transforming recruitment processes has never been more critical. </span></p>
<p class="MsoNormal"><span style="font-family: 'Calibri',sans-serif; mso-fareast-font-family: 'Times New Roman';">&nbsp;</span></p>
<p class="MsoNormal"><span style="font-family: 'Calibri',sans-serif; mso-fareast-font-family: 'Times New Roman';">By leveraging specific metrics, such as time-to-fill, cost-per-hire, and quality of hire, HR professionals and business leaders can gain valuable insights to improve attraction strategies, enhance retention efforts, optimise cost management, and ultimately achieve better recruiting outcomes. Explore the transformative power of workforce analytics and learn how data-driven approaches can unlock the full potential of your recruitment below.</span></p>

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<p class="MsoNormal">In today's competitive job market, attracting and retaining top talent is crucial for any company's success. However, some employers attempt to cut costs by offering lower-than-market salaries to the best candidates, a strategy known as "lowballing." While this might seem like a savvy financial move, it often backfires in several significant ways.</p>
<ul>
<li class="MsoNormal">
<h2>Reputation Damage and Blacklisting</h2>
</li>
</ul>
<p class="MsoNormal">When you lowball a top candidate, you risk damaging your reputation within the industry. Skilled professionals communicate, and word spreads quickly. If your company becomes known for offering below-market compensation, you could be blacklisted by top talent. This makes it increasingly difficult to attract quality candidates in the future, as your brand becomes associated with undervaluing employees. It may be true that someone is overpaid and underperforming but as the saying goes &ldquo;the price is the price.&rdquo;</p>
<ul>
<li class="MsoNormal">
<h2>Offending and Losing Candidates</h2>
</li>
</ul>
<p class="MsoNormal">Top candidates are aware of their worth. Offering them a low salary is not only offensive but also a clear indication that your company does not appreciate their skills and experience. This can lead to immediate rejection of the offer, and worse, they may share their negative experience with others in the industry, further harming your reputation.</p>
<ul>
<li class="MsoNormal">
<h2>Increased Turnover Costs</h2>
</li>
</ul>
<p class="MsoNormal">Even if a top candidate reluctantly accepts a lowball offer, the likelihood of them staying with your company long-term is slim. They will likely continue searching for better opportunities, leading to higher turnover rates. The cost of replacing and retraining employees is far greater than offering a competitive salary from the start.</p>
<ul>
<li class="MsoNormal">
<h2>Reduced Productivity and Morale</h2>
</li>
</ul>
<p class="MsoNormal">Employees who feel underpaid are less likely to be motivated or engaged in their work. This can result in reduced productivity and a negative impact on overall team morale. A demotivated workforce can cause a ripple effect, leading to a decline in performance across the board.</p>
<ul>
<li>
<h2>Missed Opportunities for Growth</h2>
</li>
</ul>
<p class="MsoNormal">Top talent brings not only their skills but also new ideas, innovation, and leadership potential. By lowballing and losing these candidates, you miss out on opportunities for growth and development within your company. Investing in the right people from the start can lead to long-term gains that far outweigh the initial cost.</p>
<h2 class="MsoNormal">Conclusion</h2>
<p class="MsoNormal">Lowballing top candidates is a short-sighted strategy that can have long-lasting negative effects on your business. To build a strong, motivated, and loyal team, it's essential to offer competitive compensation that reflects the value of the talent you're seeking. In the end, investing in top talent is an investment in your company's future.</p>
<p class="MsoNormal">&nbsp;</p>
<p class="MsoNormal"><strong>Author:&nbsp;<a title="Alexander Grant" href="https://www.linkedin.com/in/alexandergrant-th/" target="_blank" rel="noopener">Alexander Grant</a>, Partner &amp; Director of Recruitment Operations of JacksonGrant</strong></p>

The Pitfalls of Lowballing Top Candidates: Why It Hurts Your Business

<p>Attracting and retaining executive talent can be more difficult than finding candidates for other positions. Not only do you need to find a candidate with the industry knowledge and technical skills to drive your business forward, but they also need to share your company values to successfully promote your mission and lead others. Sourcing the right leaders for your businesses means thinking about your recruitment processes with executives in mind. At Jackson Grant, we&rsquo;re experts in executive search recruitment. Here are our top tips for businesses thinking about how to find leaders quickly and efficiently.</p>
<ol>
<li>
<h2><strong>Define the Role</strong></h2>
One of the most overlooked steps in finding executive talent is defining the exact requirements and responsibilities of the role you are looking to hire for. Different executive positions, industries and businesses will need leaders with specific skills, experiences, and qualifications. And different workforces thrive best under different leadership styles. Think carefully about the kind of person you are looking for, let your hiring manager know what you&rsquo;re looking for and make this clear in any job descriptions or branding materials you create.<br><br></li>
<li>
<h2><strong>Tap Into Your Network</strong></h2>
When thinking about how to find leaders, it&rsquo;s important not to neglect one of the most powerful tools at your disposal &ndash; your network of industry contacts! Unlike candidates for more junior roles, executive talent is often not actively job hunting. To access the highest quality executives, you need to be proactive in approaching them. Use professional networks, industry connections and referrals from your current leadership team to make new connections. Having a business presence at networking events, conferences, and industry gatherings can also be valuable opportunities for building awareness of your company as a great place to work.<br><br></li>
<li>
<h2><strong>Build a Strong Brand Reputation</strong></h2>
Because the very best executive talent can afford to wait for the right offer from the right business it&rsquo;s important to make your employer brand a key part of your leadership recruitment. Cultivate a positive employer brand by showcasing your company culture, values, and commitment to employee development and well-being. Make use of multiple platforms, such as LinkedIn, your website, and industry press to reach a wider audience of potential leadership candidates.<br><br></li>
<li>
<h2><strong>Put Diversity, Equity, and Inclusion (DEI) Front and Centre</strong></h2>
Companies that embrace diversity at every level of their organisation are more innovative, more creative, and ultimately more profitable. Employees from diverse backgrounds are going to be looking to your executive team for leadership, mentorship, and guidance, so it&rsquo;s important that your leaders reflect the diversity of your workforce. For example, only 32% of leadership positions in the APAC region are held by women, but across the region women often account for upwards of 50% of the workforce. It&rsquo;s important that any DEI initiatives and strategies that you build into your wider recruitment processes are also reflected in your executive hiring.&nbsp;<br><br></li>
<li>
<h2><strong>Offer Competitive Compensation </strong></h2>
When you are thinking about how to find leaders and how best to attract them to your business it&rsquo;s important to offer competitive compensation. However, while pay is an important driver for executive talent, it is not their only motivation for taking a role. Think about your executive compensation holistically. Include other benefits alongside your salary offering; you might consider your bonus scheme, offering stock options and other executive perks. <br><br>You should also think about how your benefits package appeals to leadership talent from diverse demographics, more flexible working for example may appeal more to those with caring responsibilities. Whatever package you offer, ensure that it is attractive and aligned with industry standards.<br><br></li>
<li>
<h2>Provide Growth and Development Opportunities</h2>
Executive candidates are by their nature driven individuals who are looking for opportunities to further their careers and make a significant impact within a dynamic and growing company. When hiring you should be highlighting any opportunities you have for professional growth, career advancement, and leadership development within your organisation.<br><br></li>
<li>
<h2>Rethink the Recruitment Process</h2>
Show that you respect the time of executive talent by ensuring your recruitment process is as efficient and transparent as possible. Minimise delays and keep candidates informed at every stage of the hiring process. Think about how many interviews and assessments you are asking candidates to undertake and always make sure that you involve key stakeholders and team members in the interview process to gain diverse perspectives on executive candidate&rsquo;s potential.<br><br></li>
<li>
<h2>Consider Using an Executive Search Agency</h2>
Of course, partnering with an executive search agency like JacksonGrant can help you implement these tips effectively. We can help you access a broader network of executive talent, streamline your recruitment process, and build your employer brand. We also have specialised expertise in identifying, attracting, and evaluating top candidates to ensure a successful executive hire.</li>
</ol>
<h2>How Does Executive Search Work?</h2>
<p>At JacksonGrant we act as your dedicated executive recruitment partner. This means we work closely with you to understand your unique requirements and goals. So, we only shortlist candidates who are a perfect match. Using cutting edge, proven methodologies, interviews, and assessments, we can find talented executives from across Thailand and Southeast Asia who will drive your business forward.</p>
<p>And, because we are members of the Association of Executive Search and Leadership Consultants (AESC) and IIC Partners Executive Search Worldwide we give you access to unparalleled global talent networks as well as tailored advice and support.</p>
<p>JacksonGrant has earned a reputation as Thailand&rsquo;s leading recruitment specialists in Manufacturing, Supply Chain, and Industrial Technology sectors. Our success comes from an innovative approach, clear communication, and a commitment to fully engage with our clients&rsquo; industries.</p>
<p>If you are interested in how to find leaders for your business using our executive search services get in touch with one of our team today to discuss how we can help meet your needs.</p>
<p>&nbsp;</p>

How to Find The Right Leaders for Your Company with Executive Search

Thailand's Thriving Manufacturing Sector: A Beacon of Innovation and Opportunity

<p>Becoming a successful leader isn&rsquo;t just about climbing the corporate ladder; it&rsquo;s about developing a mindset that is steadfastly committed to your own personal growth. The Asia Pacific region is a dynamic and fast-growing economy, that needs leadership talent with critical business acumen, technical skills, and the ability to think strategically. Inspired by the experiences and insights of the Asia Pacific region&rsquo;s most inspirational and seasoned leaders, we&rsquo;ve put together five invaluable tips, designed to help you on your journey toward becoming a successful leader and taking the next step in your career whatever industry you work in.</p>
<ol>
<li>
<h3>Know Yourself</h3>
The first step towards becoming a successful leader of others, is understanding yourself. <a href="https://www.jacksongrant.io/news/what-drives-us-to-succeed-at-work/" target="_blank" rel="noopener">What drives you</a>? What excites you? What are your values as a person and as a leader?&nbsp;Knowing the answers to these questions helps you to put reason behind your ambition, to choose the right roles in companies that share your goals and to direct your energy to developing the skills and expertise you need to succeed.<br><br>Just as importantly, once you understand your motivation, you&rsquo;ll be better placed to communicate to others why they should be excited to work with you. You&rsquo;ll be able to make clear what you are doing and why, and ensure you have the support of your team. <br><br>&ldquo;What gets me going is working with my younger colleagues, supporting them, knowing that they are all very ambitious. They want to do well&hellip; and they are engaged in interesting ideas that could make a real difference to the world.&rdquo;<br><br><a href="https://www.mckinsey.com/featured-insights/future-of-asia/a-complete-corporate-makeover-keppels-plan-for-sustainable-growth" target="_blank" rel="noopener">Loh Chin Hua, CEO, Keppel</a></li>
<li>
<h3>Think Long-Term, in Your Career, and in Business</h3>
According to <a href="https://www.pwc.com/gx/en/about/pwc-asia-pacific/ceo-survey/2023.html" target="_blank" rel="noopener">PWC&rsquo;s Annual Global CEO Survey</a>, 53% of leaders in the Asia Pacific region do not believe their current business models will survive the next decade. Becoming a successful leader requires you to both focus on short and medium-term goals, but also to have far reaching vision. To anticipate what is coming in the long-term so you can be better prepared.<br><br>A great way to cultivate this ability to think long-term in business is to think about the future when you choose how to grow your career. While it&rsquo;s important to develop the skills you need for you next move, you should also look at what your long-term aim is. If you are planning to be an executive start developing good communication, decision making and relationship building skills now.</li>
<li>
<h3>Cultivate Your Network</h3>
In business, as in life, we cannot succeed without the help of others. The strongest leaders understand that without the whole team working together growth is impossible. Part of your journey to becoming a successful leader involves developing strong connections with others in your industry.<br><br>One thing to remember however is that you must build networks that link down and across as well as upwards. That is, while it&rsquo;s important to make connections with those who can help your career now, such as inspiring leaders and senior managers who can mentor you, you also need to develop connections with your peers and those who are coming up behind you. You never know who will have the ability to help you in future.<br><br>"As a CEO, we cannot work alone. To put it bluntly, part of what makes a company successful is having a strong team, and we are fortunate to have one."<br><br><a href="https://www.th-hellomagazine.com/celebrity/exclusive-interviews/the-young-achievers-piyajit-rakariyapong/" target="_blank" rel="noopener">Piyajit Ruckariyapong, CEO/Executive Director, Sappe PCL</a></li>
<li>
<h3>Embrace Empathy, Flexibility &amp; Communication</h3>
Today&rsquo;s leaders are increasingly being asked to <a href="https://www.jacksongrant.io/news/managing-global-teams/" target="_blank" rel="noopener">manage cross-cultural teams</a>, perhaps even working in large, global organisations. Successfully managing teams where different work cultures blend requires leaders with the ability to empathise, to respond to situations flexibly and agilely and to communicate simply and clearly.<br><br>By learning from other workplace cultures, we can balance their approaches with our own strengths. Bringing these skills into traditional Thai workplace culture for example, where respect for hierarchy, politeness and indirect communication are valued can help improve collaboration and teamwork.<br><br>&ldquo;Our company vision &ndash; Proud of our Thai heritage, uniquely delivering gracious hospitality to the world &ndash; is very important as it gives us the flexibility to create distinctive experiences that blend the best of local and Thai hospitality customs in each destination.&rdquo;<br><br><a href="https://www.nowtravelasia.com/suphajee-suthumpun-group-ceo-dusit-international/" target="_blank" rel="noopener">Suphajee Suthumpun, Group CEO, Dusit International</a></li>
<li>
<h3>Keep Up with the Latest Tech</h3>
Technology shapes our modern world, and the transformations caused by today&rsquo;s digital revolution shows no sign of slowing down. To be a successful business leader you must stay up to date with the latest advancements because technology shapes the way businesses operate and interact with their markets.<br><br>Staying updated enables leaders to streamline processes, improve efficiency, and meet changing customer needs. Moreover, technology often opens new avenues for growth and expansion, ensuring you explore untapped markets and stay ahead of the curve.<br><br>&ldquo;If you cannot catch up with the new paradigm in technology, you will be out of the game.<br><br><a href="https://www.forbes.com/sites/ranawehbe/2023/11/06/asias-power-businesswomen-2023/?sh=450369c64333" target="_blank" rel="noopener">Alice Chang, Founder and CEO, Perfect Corp.</a><br><br>As you step into leadership, remember success lies in the journey as much as the destination. Take inspiration from APAC's top executives with these five practical tips. Embrace the challenge, stay resilient, and keep growing&mdash;because the path to success is as enriching as the achievement itself.</li>
</ol>
<p>As Thailand's leading Industrial, Logistics and Supply Chain recruitment agency, we connect experienced, technically proficient, English-speaking candidates like you with their perfect roles across Thailand and Southeast Asia.</p>
<p>Learn more about how JacksonGrant can help you grow your career and <a href="https://www.jacksongrant.io/jobs/" target="_blank" rel="noopener">find a new role</a> by <a href="https://www.jacksongrant.io/contact-us/" target="_blank" rel="noopener">getting in touch</a> with a consultant today.</p>

5 Tips for Becoming a Successful Leader from APAC's Top Executives

<p><strong>JacksonGrant, Thailand&rsquo;s premier technical recruitment agency, is pleased to announce a new, innovative talent acquisition agreement with AviusULD: a CCE Group company, a leading manufacturer and worldwide supplier of unit load devices (ULDs), primarily used for air cargo.</strong></p>
<p>AviusULD sets the standard for the global airline industry with durable, reliable, easy-to-use products that ensure safe flight operations. JacksonGrant is known for its market-leading, nimble, innovative, and effective approach to recruitment for multinational manufacturing, supply chain and logistics companies operating in Southeast Asia.</p>
<p>This new partnership marks a significant milestone for both companies. AviusULD is experiencing rapid business growth, and the aviation industry manufacturer has signed an exclusive partnership with JacksonGrant to handle all of its talent acquisition needs.&nbsp; <br><br>"Working with JacksonGrant makes our life easier. They know our business inside-out. We've been using them for all of our recruitment during the past 8-9 years, so formalising this partnership was a no-brainer," says Klaus Hofmann, Chief Executive Officer at AviusULD &amp; Group CEO of CCE Group.<br><br>AviusULD has essentially hired JacksonGrant on a long-term retainer basis. It marks a turning point in the recruitment industry, as the ambitious regional talent consulting agency continues to roll out its game-changing &lsquo;Recruitment as a Service&rsquo; (RaaS) partnership program. <br><br>&ldquo;I am delighted that AviusULD has chosen our Recruitment as a Service (RaaS) model of partnership," says Richard Jackson, Managing Director at JacksonGrant. &ldquo;Our partners at AviusULD value the innovative, best-in-class recruitment consultancy that JacksonGrant provides to our clients. It is time for traditional recruitment to evolve, and we are leading the way by providing a holistic service that adds value at every stage of the talent acquisition process.&rdquo;</p>
<p>RaaS is the natural evolution of traditional RPO &ndash; Recruitment Project Outsourcing. An RPO contract will typically embed a recruiter with a corporate client to fill a fixed number of positions on a short-term basis.</p>
<p>&ldquo;In the recruitment business, RPO is an immediate problem-solver. The agency may provide some analytics, but it&rsquo;s generally not a comprehensive service. RPO traditionally is one-dimensional. Once the contracted hires are made, the contractual relationship is over, says Jackson.</p>
<p>&ldquo;As an ambitious, yet niche, innovation company, Avius, needs to attract and hire the best talent to unlock their exciting business plans. The company was therefore looking for a more comprehensive talent strategy,&rdquo; Jackson explains. &ldquo;JacksonGrant&rsquo;s unique Raas model addresses the entire talent pipeline. Effective consultancy begins long before we start sorting through resumes. Clients benefit from a more meaningful recruiting partnership that addresses long-term business strategy &amp; hiring needs, succession planning, training, EVP (Employee Value Proposition), how to stand out as an employer of choice &ndash; traditional recruitment doesn&rsquo;t support all that. With RaaS, both parties are committed to a long-term partnership, which means our team can focus on building a sustainable talent pipeline for AviusULD&rsquo;s future success.&rdquo;</p>
<p>"<strong>At AviusULD, we always set high standards and find innovative ways to develop business partnerships</strong>, so the flexibility of this new agreement works really well for us.,&rdquo; Hofmann says. &ldquo;We now have access to the capabilities of the entire JacksonGrant team. They always deliver, so we're looking forward to a long and prosperous partnership together."</p>
<p>Known for manufacturing innovation, AviusULD relies on recruiting the best, most agile talent to achieve ambitious business objectives. AviusULD&rsquo;s progressive leadership recognise the myriad benefits of JacksonGrant&rsquo;s unique, disruptive RaaS approach. Key advantages include: lower hiring costs, better quality of hires, higher retention rates, customised recruitment strategies, access to cutting-edge analytical tools, and the ability to scale according to specific needs.</p>
<p>To learn more about JacksonGrant&rsquo;s Recruitment as a Service model, and this groundbreaking partnership, please contact: <a href="mailto:support@jacksongrant.io">support@jacksongrant.io</a></p>
<p><strong>About CCE Group</strong></p>
<p>Led by Group CEO, <a title="Klaus Hofmann" href="https://www.linkedin.com/in/klaus-hofmann-95090483/">Klaus Hofmann</a>, with $150m revenues in 2023, CCE Group is an aerospace platform focusing on the development of companies with leadership positions in niche markets of the Cabin &amp; Cargo equipment space. Headquartered in France, CCE Group employs more than 1,300 people globally. CCE Group was created in 2023 with the acquisition of AviusULD &amp; Driessen.</p>
<p><a title="AviusULD" href="https://www.aviusuld.com/"><strong>About AviusULD</strong></a></p>
<p>A leading manufacturer of Unit Load Devices (&ldquo;ULDs&rdquo;). ULDs are containers or pallets used to efficiently load luggage and freight into passenger and cargo aircraft, enabling forecasting and planning of the aircraft&rsquo;s weight and balance. Founded in 1972 and headquartered in the Netherlands, Cargo activity has more than 350 employees globally. The company develops a comprehensive range of high-quality and innovative products for airlines and shipping companies.</p>

JacksonGrant, AviusULD Announce Exclusive Talent Acquisition Partnership

<p>Thailand is increasingly central to the global economy. Its&rsquo; <a href="https://www.jacksongrant.io/news/thailands_manufacturing_faces_market_headwinds/">manufacturing industries </a>are booming and the country is a key hub in today&rsquo;s interconnected and globalised supply chain. Because of Thailand&rsquo;s location in Southeast Asia and its open economic and political outlook, businesses from Europe and North America are keen to shift their production or open new branches here. But managing global teams is never simple.&nbsp;</p>
<p>Ninety-one percent of businesses<a href="https://www.business.hsbc.com/en-gb/campaigns/international-business"> surveyed by HSBC </a>in 2023 expect to expand into Southeast Asia over the next two years. As businesses extend their reach, they need effective leadership capable of steering multinational teams towards success. From bridging cultural gaps to navigating time zone differences to encouraging collaboration across geographical boundaries, the role of a leader in a global setting is demanding.&nbsp;</p>
<p>Whether you are a business seeking executive talents to take your global initiatives forward or an ambitious individual eager to cultivate your leadership ability, we&rsquo;ll help you understand what it takes to manage global teams successfully.</p>
<h2>Working with Cultural Differences in Multinational Teams</h2>
<p>When managing global teams, leaders must notice and understand diverse cultural codes at play and then choose creative ways of addressing challenges that can affect the ability of teams to get the job done.&nbsp;</p>
<p>Culturally smart leaders can see how different ways of working can be innovative, and how they can interact to create alternative processes and procedures. They are able to bridge the gap between cultures, providing space for discussion and guiding team members to leverage the positives of working cross-culturally.&nbsp;</p>
<p><a href="https://www.jacksongrant.io/news/cross-cultural-understanding/">Get more insights into how Thai and Western work cultures differ and how they can work together.</a></p>
<h2>4 Key Traits for Global Team Management</h2>
<p>Once you understand the cultural differences at play, you can work on developing essential skills that can help you manage global teams successfully.</p>
<p>Traits of effective managers and leaders of multinational teams include the following:</p>
<ol>
<li>
<h3>Communication</h3>
Good communication makes it easier for global teams to work well together. Multinational teams often struggle with distance, both physical and cultural, which can breed misunderstandings and make it harder to spot mistakes.&nbsp;<br><br>To cultivate good communication, &nbsp;implement practices and procedures aimed at sharing information and building connections. Establish rotating schedules for team meetings, ensuring that all members have equal opportunities to contribute, regardless of their geographic location. Timing matters too. Send emails and plan meetings when everyone can be online during their work hours.<br><br>Additionally, create opportunities for informal interactions, perhaps through virtual happy hours or casual gatherings, allowing team members to build personal connections beyond the confines of work-related discussions.</li>
<li>
<h3>Transparency</h3>
Demonstrating a commitment to transparency and honesty in your leadership creates a culture where individuals can feel encouraged to speak openly and share relevant information. This not only strengthens team bonds but can improve trust &ndash; <a href="https://www2.deloitte.com/uk/en/insights/focus/human-capital-trends/2024/transparency-in-the-workplace.html">86% of leaders</a> say that the more transparent they are, the more their workforce trusts them.&nbsp;<br><br>Transparency also aligns individuals with your organisation's values and culture, creating a shared sense of purpose. Sharing information about projects happening in other locations breaks down barriers and helps team members to see the bigger picture, understand how their contributions fit into the organisation's goals, and feel a sense of connection to the broader company culture.<br><br>Build honesty and transparency into your own ways of working as well. Be as open as you can about challenges and successes and be willing to admit mistakes while detailing any new plans of action.&nbsp;</li>
<li>
<h3>Resilience&nbsp;</h3>
Managing global teams is a juggling act. There are many opportunities for things to go wrong or for plans to change suddenly. The ability to bounce back from challenges and recover effectively is important. Cultivating personal resilience means maintaining a positive mindset, learning from difficult experiences, and remaining steadfast when problems arise.&nbsp;<br><br>It&rsquo;s also important to encourage resilience in your teams, keeping everyone on track. Leaders can do this by fostering a supportive environment as well as modelling positive behaviours particularly around wellbeing.<br><br>Empower your teams by recognising and celebrating small wins, acknowledging effort, and emphasising a collective approach to problem-solving. Develop open communication channels to allow team members to share concerns and seek help. Provide opportunities for professional development to instil confidence and equip individuals with the skills to tackle challenges head-on.</li>
<li>
<h3>Visibility</h3>
Effective leaders should be seen &ndash; something that can be hard to do if you are managing a large, geographically distant team! Visibility is a crucial leadership trait when overseeing multinational teams because it encourages approachability and connection. Leaders need to overcome distance by actively engaging with team members, being approachable, and demonstrating emotional and cultural intelligence in their interactions. Cultural intelligence allows leaders to apply their emotional intelligence appropriately while understanding and responding to the needs of their diverse teams. <br><br>Visible leaders inspire by both showcasing enthusiasm for the organisation's goals and encouraging team members to share their own passions. When managing multinational teams, leaders who prioritise visibility lay the groundwork for stronger relationships, effective communication, and a shared sense of purpose across borders.</li>
</ol>
<p>In today&rsquo;s highly connected and global business world, leaders who can effectively manage multinational team are a valuable commodity. Businesses moving into Thailand should prioritise finding talent with the skills to navigate such a challenging role. Likewise, candidates wanting to appeal to multinational businesses should take the opportunity to expand their skillsets and develop key leadership traits. Together we can create collaborative, resilient, and thriving teams ready to take their place on the world stage.</p>
<p>As Thailand's leading Industrial, Logistics and Supply Chain recruitment agency, we connect business with experienced, technically proficient, English-speaking candidates at every level across Thailand and Southeast Asia.&nbsp;</p>
<p>Whether you&rsquo;re an employer or a candidate, we can help you take advantage of the current market, grow your business, or progress in your career.&nbsp;</p>
<p><a href="https://www.jacksongrant.io/employers/rpo-project-raas/">Learn more</a> about JacksonGrant&rsquo;s innovative service offering, <a href="https://www.jacksongrant.io/jobs/">find a new role,</a> or <a href="https://www.jacksongrant.io/contact-us/">get in touch</a> with a consultant to discuss your needs.</p>
<p>&nbsp;</p>