I absolutely love working in diverse, multicultural environments. There's just something magnetic about connecting with people from all corners of the globe and learning about their cultures. It really makes me feel like I'm part of something larger.
At the same time, I've learned that navigating these multicultural spaces can be daunting. If we're not mindful of cultural differences, it's easy to inadvertently apply our own norms and expectations; expecting people to “get us” and meet us where we are, and react the way we feel appropriate. Well, that’s not how it works.
This insight really hit home for me when I read Erin Meyer's amazing book "The Culture Map." She breaks down how cultures around the world have wildly different approaches to leading and getting things done.
As I am preaching FEEDBACK (📣📣📣📣), let’s look at what Erin Meyer has to say about giving and receiving feedback in various cultures.
First, she categorizes countries on a scale from "direct negative feedback" (where feedback is blunt and unsoftened) to "indirect negative feedback" (where feedback is given more subtly and diplomatically).
The Evaluating Scale
You can see where some countries are on the direct and indirect feedback scale and in comparison to different countries.
Let's go to specifics and review several countries and how they approach feedback!
🇺🇸 United States - A Blend of Direct and Positive Feedback
In the U.S., feedback often comes with a “positive sandwich” approach: a compliment, then the critique, followed by another positive comment. This approach aims to soften negative feedback and maintain morale. Americans tend to be relatively direct but still value maintaining a positive tone to avoid damaging relationships.
Example: In a business review, a U.S. manager might say, “Your presentation was engaging, but I think the data analysis could be more detailed. Overall, you did a great job handling the questions.”
🇫🇷 France - Direct Negative Feedback without the Cushion
France leans towards a direct feedback culture. French professionals are typically more forthright and less inclined to cushion critiques with positive language. Meyer notes that the French see this direct approach as constructive and efficient, valuing intellectual critique as a form of respect and engagement.
Example: In a French setting, a manager might simply state, “Your presentation lacked depth in the data analysis,” without additional positive reinforcement.
🇯🇵 Japan - Highly Indirect and Diplomatic Feedback
Japan exemplifies a high-context, indirect feedback culture. Criticism is rarely given openly or bluntly; instead, it is implied through subtle cues. Feedback may be shared in private or through an intermediary to avoid public embarrassment.
Example: Instead of direct criticism, a Japanese manager might say, “Perhaps we can consider reviewing the data analysis section again to ensure clarity,” which signals a need for improvement without direct confrontation.
🇩🇪 Germany - Direct and Detailed Feedback
Germans value efficiency and clarity, leading to a straightforward feedback style that is often highly detailed. They believe directness is the best path to improvement and do not generally see blunt criticism as rude. Germans might provide very specific, technically-focused feedback without worrying much about the emotional impact.
Example: A German manager might say, “The analysis section lacks key data, and the conclusion is missing critical points on X, Y, and Z,” providing direct, precise points for improvement.
🇬🇧 United Kingdom - Diplomatic with Hints of Directness
The British feedback style often includes subtle criticism with understated language. Although generally polite, they might mask direct feedback with softer phrases, avoiding overly blunt language. Brits often use understatement, making criticism less obvious.
Example: A British manager might say, “The analysis section is quite good, though perhaps there’s room to expand on certain details,” which hints at needed improvements without overt criticism.
🇧🇷 Brazil - Warm but Indirect Feedback
In Brazil, relationships are highly valued, and maintaining harmony often takes precedence. Feedback is generally indirect, focusing on positives to avoid embarrassment or offense. Criticism might be delayed until trust is fully established in the relationship.
Example: A Brazilian manager might focus on what went well before carefully suggesting improvements, such as, “Your presentation was very engaging. Perhaps we can make the analysis even more compelling by adding a bit more data."
These examples show how each culture's approach to feedback reflects underlying social values. However, before starting putting people in the boxes, it is important to appreciate and respect both cultural and individual differences. Both aspects are crucial. 😉
Feeling like you would like to learn more about feedback in a multicultural environment? Let's talk. 😊
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