Building Bonds Across Borders: Why Friendship Matters in Global Teams

The role of interpersonal relationships and trust-building across borders in international and hybrid workplaces. Celebrating International Day of Friendship – 30 July.

As the workplace becomes increasingly global and virtual, collaboration often stretches across time zones, languages, and cultures. While organisations have invested in digital tools, project workflows, and productivity metrics to connect remote and international teams, one powerful ingredient is still too often overlooked: friendship.

On the International Day of Friendship, it’s worth pausing to ask "how do we nurture genuine human connection in global teams?" And what role can Learning & Development (L&D) functions play in fostering meaningful cross-border relationships?

Why Workplace Friendships Matter

Research consistently shows that people who have strong interpersonal connections at work are more engaged, more resilient, and more likely to stay. According to Gallup, employees with a “best friend at work” are more productive, communicate more effectively, and contribute to a more positive workplace culture.

In international teams, workplace friendships become even more critical. They provide:

A bridge between cultures: Friendships humanise the “other,” helping to reduce stereotyping and cultural misunderstandings.
Psychological safety: Trust built through informal relationships encourages openness and reduces fear of making mistakes in unfamiliar environments.
Informal knowledge sharing: When colleagues feel connected, they’re more likely to share insights, offer help, and collaborate outside of formal channels.

Babel Group Why Friendships in Business Matter

But Aren’t Friendships at Work Cultural?

Yes, and that’s exactly why they’re worth exploring.

In some cultures (e.g., Latin America, the Middle East, parts of Asia), personal relationships are foundational to doing business. In others (e.g., Northern Europe or Japan), there may be a clearer boundary between professional and private lives.

What counts as “friendliness” or “relationship-building” can differ. For example:

A British team member may avoid deeply personal conversation out of respect for boundaries.
A Brazilian colleague may consider regular check-ins and emotional openness as part of normal workplace rapport.
A German team member may focus on competence and shared goals as the foundation for trust, rather than small talk or socialising.

These differences can lead to unintended perceptions: a colleague might seem “reserved” or cold,” “overly familiar,” or “too formal” simply due to differing cultural norms around workplace relationships.

For L&D professionals, this presents both a challenge and an opportunity.

Babel Group Building Bonds Across Borders

Reframing “Friendship” in a Global Work Context

Rather than seeing friendship as a purely personal matter, organisations can reframe it as an element of interpersonal trust and collaborative culture. It's about creating conditions where people want to work together, not just where they have to.

When team members feel a sense of connection, they are more likely to:

Speak up and share their ideas
Reach across departments or geographies
Be curious, not defensive, when miscommunications occur
Support each other under pressure

This is particularly vital in hybrid or remote international teams, where feelings of isolation can impact both wellbeing and performance.

How L&D Can Foster Global Friendships

Here are five practical tips Learning & Development managers can implement to foster informal connections and friendships across cultures and borders:

1. Embed “human moments” into team rituals

Encourage teams to dedicate a few minutes at the start of virtual meetings for personal check-ins, non-work stories, or cultural sharing. Rotate the responsibility of choosing a “getting to know you” question or cultural spotlight to keep it fresh.

2. Design cross-border buddy or mentor schemes

Pair team members across locations, not just for onboarding or skills mentoring, but as part of an ongoing “cultural connector” programme. This can build long-term relationships and help colleagues appreciate different working styles.

3. Use language strategically

Support teams in becoming more aware of different communication preferences. For example, share simple tips about direct vs. indirect communication, silence or humour in multicultural settings. Even basic training can remove the fear of “saying the wrong thing” and build confidence in reaching out. To that end, consider supporting your staff with Bespoke Language Training to really boost their communication skills.

4. Celebrate shared wins and cultural moments

Recognise achievements across teams and use moments like festivals, national holidays or international days (like today!) as an opportunity to learn about and celebrate colleagues’ cultures. A shared laugh or moment of curiosity can go a long way.

5. Model and reward relational leadership

Encourage managers to take a personal interest in their team members, especially those in other countries. Recognise leaders who demonstrate empathy, build bridges and create inclusive team dynamics. Relational intelligence is as important as technical ability in global leadership.

Final Thoughts

Friendship may not appear in your team’s KPIs but it’s quietly shaping your global culture every day.

For international teams to truly thrive, they need more than shared targets and cloud-based collaboration tools. They need connection. That spark of humanity that comes from knowing someone has your back, remembers your story, or sends a message just to say hello.

So on this International Day of Friendship, let’s go beyond celebration and take action. L&D teams are uniquely positioned to champion global connection by auditing onboarding programmes for inclusion, introducing cross-border buddy schemes, encouraging relational leadership or building in time for human moments in virtual meetings. These small, intentional shifts can foster friendships that bridge cultural divides, fuel collaboration and create a workplace where everyone feels they belong, no matter where they’re based.