Build trust, avoid misunderstandings, and lead with empathy.

Managing global teams isn’t just about syncing calendars and sending Slack updates—it’s also about understanding how people work, communicate, and respond to leadership. Nowhere is this more important (and more nuanced) than in Asia, where cultural norms can vary significantly from Western management styles.

Here are some of the most common cultural mistakes Western companies make when managing remote teams across Asia—and how to avoid them.

🚫 Mistake 1: Assuming Silence Means Agreement

In many Asian cultures—especially in countries like Japan, Vietnam, and Taiwan—disagreement isn’t always expressed directly. Team members might remain silent even if they have concerns or objections, out of respect or fear of confrontation.

💡 What Asian team members expect:

Ask open-ended follow-up questions. Create anonymous channels for feedback. Normalize saying “I’m not sure” or “I see it differently” in team culture.

🎯 Compromise Approach:

In team settings, ask clarifying follow-ups like:
“Just to be sure, does everyone feel aligned on this?”
“Is there anything that feels risky or unclear?”
This gives room for disagreement to surface respectfully.

🚫 Mistake 2: Giving Feedback Too Bluntly

Direct feedback is appreciated in some cultures, but in many Asian countries, it can feel too harsh or even disrespectful if not delivered with context or care.

💡 What Asian team members expect:

Use the "praise–critique–praise" (aka feedback sandwich) approach. Be specific, kind, and constructive. Pay attention to tone—written feedback, especially, can be easily misread.

🎯 Compromise Approach:

Use phrases like:
“Here’s one thing I think could make your work even better…”
“Would you be open to a suggestion?”
This softens the tone while keeping the message clear.

🚫 Mistake 3: Expecting Western-Style Self-Promotion

In cultures where humility is valued, employees may not talk about their achievements unless directly asked. If you expect them to “sell themselves” like a Silicon Valley engineer might, you might overlook strong performers.

💡 What Asian team members expect:

Use 1:1s and structured check-ins to uncover wins. Recognize achievements in team settings. Ask prompting questions like “What’s something you’re proud of this week?”

🎯 Compromise Approach:

Ask project-based questions like:
“Can you walk me through a recent problem you solved?”
This invites sharing without making the person feel like they’re bragging.

🚫 Mistake 4: Ignoring Local Holidays or Work Norms

Scheduling key meetings during Lunar New Year or expecting emails on local public holidays can easily be seen as disrespectful, even if unintentional.

💡 What Asian team members expect:

Maintain a shared holiday calendar for your distributed team. Encourage managers to learn about local customs and plan accordingly.

🎯 Compromise Approach:

Use a shared calendar with country-specific holidays. If deadlines fall on holidays, communicate early and offer flexible or async options.

🚫 Mistake 5: Overlooking Indirect Communication Styles

In many Asian cultures, saying “no” directly is considered impolite. Employees might say “I’ll try” or “I’ll look into it” when they actually mean no or “this isn’t feasible.”

💡 What Asian team members expect:

Learn to read between the lines. Build enough psychological safety that people feel comfortable being honest, even when the answer isn’t what you want to hear.

🎯 Compromise Approach:

When clarity is crucial, ask the question in a way that invites realism without forcing bluntness.
Try phrasing like:
“Is this doable by next week—or should we explore another approach?”
“If there are blockers, I’d rather hear them early so we can adjust together.”

🌏 Final Thoughts: Cultural Awareness Is a Leadership Skill

You don’t need to be an expert in every culture, but you do need to be curious, empathetic, and willing to adapt. The best global leaders ask more questions, assume less, and create space for everyone to show up as themselves.

If you're building a team across Asia and want to create a strong, inclusive culture from day one, we're here to help. 🌱