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Telephone 020 8295 5877
4 July 2023
Does this quote sound familiar? When working with colleagues from different cultures, it is crucial to understand and adapt to their preferred communication styles, especially when it comes to providing feedback. Some cultures value direct and explicit feedback, while others prefer a more indirect and high-context approach. Here's some strategies to handle these differences effectively.
Direct Feedback Cultures:
Certain cultures, such as Israel, Netherlands, France, Germany and Australia, tend to value directness in communication. In these cultures, direct negative feedback is often seen as constructive and necessary for improvement. Our recommendation for providing feedback in direct cultures is:
1) Be explicit and concise: Clearly state the feedback without unnecessary elaboration. Use specific examples to illustrate your points.
2) Focus on the issue, not the person: Emphasise the behaviour or outcome that needs improvement rather than criticising the individual. This approach helps maintain a respectful and professional atmosphere.
3) Offer solutions and guidance: Suggest actionable steps or alternative approaches to address the issue effectively.
Indirect Feedback Cultures:
Other cultures, including Japan, Korea, and many Middle Eastern and African countries, tend to prefer indirect and high-context communication styles. In these cultures, feedback is often conveyed subtly, and negative feedback is avoided to maintain harmony and save face. Consider the following strategies for providing feedback in indirect cultures:
1) Employ polite language and considerate phrasing to convey feedback indirectly. Focus on positive aspects before gently addressing areas for improvement.
2) Pay attention to non-verbal cues such as facial expressions or body language, to understand the underlying message that may not be explicitly expressed.
3) Encourage feedback by asking open-ended questions or using hypothetical scenarios. This indirect approach allows individuals to provide feedback more comfortably and without direct confrontation.
When working with counterparts from different feedback cultures, it is essential to bridge the gap and find common ground. We recommend you:
1) Educate yourself about the cultural norms and communication styles prevalent in the counterpart's culture. This understanding will help you adapt your feedback-giving approach accordingly.
2) Build relationships and trust: Invest time in developing strong relationships with your counterparts. Trust and rapport can create an environment where feedback is more readily accepted, regardless of the cultural context.
3) Tailor feedback to individual preferences: Recognise that not everyone from a particular culture will adhere strictly to the cultural norms. Adapt your feedback style based on individual preferences and comfort levels.
4) Provide training: Consider organising cross-cultural workshops to raise awareness and provide practical guidance.
"Really interesting course. I was kept alert and motivated throughout. I would highly recommend this training in other locations in my company."
Cultural Awareness
VMware - Cork
"I know quite a few people were sceptical about the value of spending a full day doing the training but from the feedback I have had it really fulfilled our needs."
Country Briefing: Qatar
University of Sussex