The Immigrant Manager
With government programs like EB-5 and other visa extensions that lead to green cards or permanent residence status, many of the burgeoning, entrepreneurial upper class of China are looking to expand and open businesses locally on American soil. As such, a whole new type of manager is emerging: the Immigrant Manager. While many of these managers are driven, visionary and productive, there are some who exhibit the down side of being an Immigrant Manager.
A businessman recently came to me with a cultural query: his boss, a new immigrant from China was changing before his eyes. The two had initially seen eye to eye on projects, management styles, and the vision of the company. But lately, their hidden differences were beginning to surface. The businessman sited examples of his boss going back on his word, being swayed by familial forces, and even went so far as to question his boss’ interest in the company at all. As he described more problems and issues that he was having, I listened intently, and began to draw parallels to other scenarios I’ve been asked to “translate.” This man’s problem wasn’t at all unique. In fact, he seems to be experiencing the down side of having an Immigrant Manager.
3 Common Miscommunication Problems
1. Heavy family interaction
Having family businesses is not uncommon. The problem arises for Immigrant Managers when they let family interaction present problems in the business based on culture or emotion. The recurring theme I’m seeing is a dominant spouse, parents, or in-laws having a say in a business they have very little contact with. Culturally and typically, a good son will heed the advice of elders. This external, albeit well-meaning advice, could hinder clear communication.
2. Split focus
A recent immigration study said that the immigrants who make it to America are, in fact, their country’s “cream of the crop,” as they defy all odds to bring their dreams to fruition. Truer words were never uttered! While they are successful superstars, they often are involved in more than one project (company, joint venture, investment, partnership, etc.) at a time. Therefore, their attention and focus may be split among many businesses. So while you, the employee, thinks the company for which you work is the end all-be all, the Immigrant Manager may ineffectively communicate at times, or be accused of not being attentive enough because of split focus.
3. Misaligned intentions
This is the biggest cause of communication breakdowns with Immigrant Managers, in my experience. The reasons Joe opens a business may not be the same reasons Jung opens a business. Remember, the Immigrant Manager is a unique businessperson. With the resources it took to get to America and set up shop, some don’t have to work at all. The business they start or manage could be a hobby or a place for them to keep busy (and be productive) while in America. While the company message may tout loyalty, focus, and customer satisfaction, the Immigrant Manager could be just bidding their time until they return to their home country.
All in all, the review of Immigrant Managers has been positive. Most data seems to suggest an evolved, higher-level work ethic in immigrants who are here to work. While these miscommunication reasons could be regionally and industry biased, they are anomalies that strive to encapsulate a small percentage of problems voiced about Immigrant Managers.
What small business owners can learn from Starbucks’ new D&I strategy
(BUSINESS) Diversity and inclusion have been at the forefront of Starbucks’ mission, but now they’re shifting strategy. What can we learn from it?
Starbucks was one of many companies that promised to focus on diversity and inclusion efforts after the death of George Floyd by Minneapolis police in 2020. What sets Starbucks apart from other companies were its specific goals.
How It Started
They began with hiring targets and have now added goals in corporate and manufacturing roles. Starbucks’ plans and goals revolve around transparency for accountability. They released the annual numbers for 2021 as a way to help hold themselves accountable. The data they’ve released so far show that they’ve met nearly a third of their 2025 goals according to Retail Brew. Because of this information, we can see why they are choosing to move in the direction of manufacturing and corporate jobs. In 2021, POC’s fell to 12.5% of director-level employees from 14.3% in 2020 in manufacturing.
How It’s Going
Per Starbucks’ website stories and news, “[I]t will increase its annual spend with diverse suppliers to $1.5 billion by 2030. As part of this commitment, Starbucks will partner with other organizations to develop and grow supplier diversity excellence globally.” To put that into perspective, they spent nearly $800 million with diverse suppliers in 2021. With these moves, by 2030, it will increase by almost double.
As part of their accountability and progress, they plan to partner up with Arizona State University to give out free toolkits to entrepreneurs on fundamentals for running successful diverse-owned businesses. Another goal they’ve listed is to boost paid media representation by allocating 15 percent of the advertising budget to minority-owned and targeted media companies to reach diverse audiences.
At the heart of all this information on their goals and future plans, data transparency and accountability are what’s forcing them to look at the numbers to make specific goals. They are doing more than just throwing money at the problem, they are analyzing how they can do better and where the money will make a difference. Something that, as entrepreneurs, we should all do.
Peloton is back-pedaling: Reports of price increases, layoffs, and cost cuts
(BUSINESS) After a recording of layoffs leaks, ‘supply chain’ issues cause shipping increases, and they consult for cost-cutting, Peloton is doomed.
Is Peloton in Trouble?
According to many reports, Peloton had success early in the pandemic when gyms shut down. Offering consumers a way to connect with a community for fitness along with varying financing options allowed the company to see growth when many other industries were being shuttered.
After two years, CNBC reports that the company is “being impacted by …supply chain challenges” and rising inflation costs. According to the report, customers will be paying an additional $250 for its bike and $350 for its tread for delivery and setup.
As demand has decreased, Peloton is also considering layoffs in their sales and marketing departments, overheard in a leaked audio call. The recording details executives discussing “Project Fuel” where they plan to cut 41% of the sales and marketing teams, as well as letting go of eCommerce employees and frontline workers at 15 retail stores.
Nasdaq reported that the stock fell 75% last year, after a year where it soared over 400%.
Peloton reviewing its overall structure
According to another report from CNBC, Peloton is working with McKinsey & Company, a management consulting firm, to lower costs as revenue has dropped and the growth of new subscriptions has slowed since the pandemic. Last November, according to NPR, Peloton had “its worst day as a publicly-traded company.” It also anticipates greater losses in 2022 than originally predicted. It makes sense that the company would reexamine their strategy as the economy changes. They aren’t the only one that is raising prices amid supply chain issues.
It will be interesting to watch how Peloton fares
Peloton has a large community that pays a monthly fee for connected fitness. While growth has slowed, the company still has a strong share of consumers. Although it is facing more competition in the home fitness market and more gyms are reopening, as Peloton adjusts to the new normal, it should remain a viable company.
CEO is offering folks thousands to *quit* their jobs, with one catch
(BUSINESS) A CEO out of Arizona is challenging employment norms by offering a sort of “sign-off” bonus upfront, but this method has one fatal flaw.
Chris Ronzio, the CEO of Trainual, a software company in Arizona that aims to systemize and scale your small business, is offering cold hard cash to quit your job in an unconventional ploy to bypass the effects of the Great Resignation.
Before you rush to turn in your notice and make some extra cash, you should know that this offer is dependent on being selected as a hirable candidate and making it through the hiring process for Trainual. This option is also offered to new hires after 2 weeks of employment.
This model of employment gives the employee the ability to fire the company and walk away with a little sum of money. The thought process of the CEO was outlined in an article by the Insider, saying it is a strategic move to retain top talent and maintain a strong company culture. While this is a unique approach…it has a glaring flaw. The offer is only good for the initial two-week period. However, it can take some time to recognize the shortcomings of any company when you begin employment. We can all recognize the long-term financial potential of reoccurring income and while $5,000 is not anything to shake your finger at, it will eventually be gone. I think we can all agree that constructive criticism can be difficult to swallow at times, however, if Trainual was truly invested in this model they would extend the offer at other key times during employment. What if this offer was again available at the 1-year mark? If the offer reappeared at a one-year review, the turnover may increase.
Per the Insider article, Ronzio was quoted as saying, “With today’s market, hiring teams have to move quickly to assess candidates and get them through the process to a competitive offer, so it’s impossible to be right 100% of the time,” Ronzio said. The CEO added, “The offer to quit allows the dust to settle from a speedy process and let the new team member throw a red flag if they’re feeling anything but excited.”
These statements detail another dimension to consider which is the employment hiring process and timeline. If top candidates are in such high demand that the process has to be sped up to secure a workforce, this monetary compensation can help to ensure the hiring decision. Although, when the offer was implemented in May of 2020, the offer was $2500, half of what it is now. Ronzio reasoned that they could stay while they looked for another job so they increased the amount to compensate for those with a higher salary range.
Let me preface this by saying that yes, accountability should exist, but I would be interested to know the turnover rate for the hiring team. The cost to the company from this unique approach adds extra weight for those making the decisions on who to hire. The stress the hiring team faces has to be factored into the candidate decisions. How many times can the hiring team get it wrong before they’re let go? While the pressure to hire the right candidate should always factor in, one has to wonder about the effects of this model.
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