Evaluating employees

Communicate regularly: It is essential that foreign managers spend time talking with their employees on a regular basis to make certain that they really understand group and individual goals. Having a job description or goal written down on paper is often not sufficient, as Saudi employees are accustomed to having their manager clearly explain expectations to them.

In addition, Saudis may hesitate to ask questions, so having frequent communication provides opportunities to reinforce goals and expectations.

Evaluations: Should be done on a one-to-one basis. As in most cultures, it is a good idea to begin by accentuating the employee's positive achievements. However, foreign managers should be aware that their employee might be embarrassed by praise that seems to be too effusive. If improvements are necessary, Saudi managers might gently suggest changes, and start by being indirect in criticizing the employee's actions or behavior. It is best to offer a clear explanation to Saudi employees about what is expected and what the consequences will be if those goals are not met.

Flexibility regarding time: Managers need to have some flexibility regarding deadlines, and should be sensitive to an employee's need to save face in difficult situations. For example, family always takes first priority; if an important family matter arises, a deadline or work commitment may take second priority. Performance should not necessarily be evaluated according to the same criteria used in one's home country.

Punctuality: Is measured differently in Saudi Arabia than in many Western cultures. Arriving 10-15 minutes after a stated time is not considered late. This attitude toward time also applies to project deadlines. Foreign managers should be sure that Saudis are aware of required deadlines, but should also build some flexibility into the plan if at all possible. One exception is for technical or engineering companies, in which timeliness is deemed important and is a criterion by which employees are evaluated.

Resolving Conflict

Attitudes toward conflict

Saudis tend to avoid open conflict and will often simply ignore a problematic situation. Employees are accustomed to following the directions of managers, and conflict rarely occurs between the two.

Local norms

Saudis tend to have an expressive communication style and may speak loudly to convey sincerity or passion. This may not indicate an actual conflict. On the other hand, if people are actually upset, it is possible that they may simply get up and leave the room, but they are not likely to say or do anything else that would indicate their anger publicly.

If there is a conflict that Saudis feel they cannot ignore, they may bring it to the manager, asking him/her to decide how to handle it. They expect managers to be able to make these kinds of decisions, and they view the manager's decision as final. Foreign managers who are accustomed to employees working out their own problems may have to adapt their management style accordingly.

Making Decisions

Date: 2015-12-11; view: 723