I think there’s always barriers but there’s always things we can relate with too. I’m big on having a “business family” a sort of culture of caring for each other, past just work. Work & life are all together in reality anyway. The solution for me is when I hire folks, I hire someone that I can connect with on a level past just the job. Even if it seems small. Some examples could be they want to take care of their family, they buy animals because they live in a rural area (I’m in WI & we’re big on cattle), they go out with friends, they like food or travel (all folks like food). Etc etc Often times I find this when asking folks about why they want to do _, what their personal & professional goals are, what priorities they hold to. Basically just caring to truly get to know them. My answer is simplistic because people are similar across the world (as they are different). Just listen & you’ll find they enjoy many similar things. The connection is made before they are onboarded. Without care to filter based on relatability, understanding, & shared values, you’ll have team members that feel disconnected. Bottom line: Cultural connection is solved in the hiring process (after they’ve proved they can perform). Top 5 performers -> best cultural fit gets hired. - & of course filter for communication, if they respond slow, or can’t speak any English, joining an fast paced American company probably does not make sense. Hope that helps! & I would have gone deeper on process but @Mary Ann Danielson already hit the nail on the head. Clear directions are key. The process has to be in place. So when they are capable & like you as an operator, they will care to do the job efficiently & effectively. Sincerely, Arland