When formulating company policies, it is necessary to avoid stereotyping and labeling employees based on geographical or cultural background. Each individual is unique, and team management should focus on behavior rather than place of origin. The following are some general team management suggestions： ### 1. **Clear code of conduct** -Formulate a clear "Employee Code of Conduct" to clarify work discipline, communication methods and boundaries of responsibilities (such as attendance system, reporting process, etc.). -**Key points**: The policy should deal with people who are wrong, emphasizing "company requirements" rather than "correcting certain types of people." ### 2. **Strengthen target management** -Implement OKR or KPI assessments to measure work performance through quantifiable results and weaken excessive attention to personal style. -Case study: For positions that require collaboration, the "teamwork" indicator can be set instead of subjectively evaluating "whether it is bold". ### 3. **Cultural integration strategy** -Organize cross-team co-construction activities (such as project-based workshops) to encourage employees of different personalities to complement each other in professional scenarios. -Note: Avoid turning activities into mandatory socializing and respect individual boundaries. ### 4. **Feedback mechanism design** -Establish a 360-degree evaluation system to allow work performance to be presented in three dimensions through multi-party feedback to reduce individual biases. -Key point: Train managers to distinguish between "personality traits" and "professional behavior" (such as enthusiasm≠ overstepping authority). ### 5. **Leadership training** -Conduct "unbiased management" training for management, focusing on upgrading： -How to give feedback on things -Identify behaviors that really affect efficiency (such as procrastination, prevarication, etc.) -Adaptability to different communication styles ### Special reminder： If there are individual disciplinary violations, they should be dealt with through the established procedures of the "Employee Handbook". Conflating subjective expressions such as "bold" with disciplinary issues may involve the risk of discrimination in the workplace. It is recommended that the HR department regularly review the policy neutrality. In the end, a healthy team does not require everyone to have the same style, but allows people with different characteristics to maximize their value within the framework of rules.