The art of giving feedback in multicultural teams

From the classroom to culture shock

“Teacher, you are very German.”

The first time I heard that phrase from a student, I didn't understand what he meant. Years later, I realized he was referring to my direct way of criticizing: something natural for me, but a culture shock for many of them.

I taught German for ten years, in addition to directing student theater and coordinating reading and film clubs with philosophical discussions in my native language. I could write a book about that experience: there were thousands of students, and each class became a laboratory of intercultural exchange. I've always sought to stimulate critical thinking, sometimes with a rather "German" style.

The invisible scale of criticism

Some cultures are more direct—like German, Dutch, or Russian—while others are more indirect—like Japanese, Korean, or many Latin American cultures. This difference is evident in how feedback is given.

In Germany, direct negative criticism is seen as an educator's obligation: to clearly point out errors and share them with the group so everyone can learn. For us, no one should take it personally. I myself was trained in this environment, learning to separate criticism from identity.

That's why I was so surprised, during my first performance review, to discover that this "gift" of direct criticism wasn't well-received by my students. What I saw as support, they saw as harshness. This clash became a lesson: it wasn't enough to simply transmit my culture; I had to learn how to translate it.

Gift or slap in the face?

Author Erin Meyer describes it well: Feedback can feel like a gift or a slap in the face.

We often think that understanding a different culture boils down to learning the language or searching online for "10 tips for adapting..." But true translation goes beyond words: it's about understanding the underlying meaning.

Gary Chapman, in *The 5 Love Languages*, argues that successful relationships depend on speaking to the other person in the language they understand. The same is true with feedback: what I consider tough love might feel like a blow that damages the relationship.

The art of translating cultures

Listening and observing are key to understanding how the other person communicates.

• Direct cultures: use upgraders (“absolutely,” “totally,” “this is absolutely unacceptable”).

  
  

• Indirect cultures: prefer downgraders (“a little,” “maybe,” “apparently”).

  
  

This can lead to misunderstandings even between people who speak the same language. A “By the way, I wanted to tell you something…” can be, in certain contexts, very important feedback. A German or a Dutch person, accustomed to directness, might dismiss it as irrelevant.

What seems anecdotal can have serious consequences: demotivated teams due to insensitive leaders, expatriates returning early, delayed projects, or avoidable resignations.

Two contrasting styles

• Direct negative criticism: Colleagues who speak frankly, without embellishment or resorting to the "sandwich" technique (a negative point sandwiched between two positive ones).

• Indirect negative criticism: Colleagues who criticize gently, diplomatically, or only in private.

  
  

  Both styles work, but in different contexts.

Lessons for leaders

1. Don't assume the other person interprets feedback the same way you do. What's seen as warmth here might feel harsh there.

   
   

2. Observe and listen before correcting. The key isn't to soften or harden the message, but to translate it into the other person's culture.

   
   

3. Turn differences into advantages. Multicultural teams don't fail because of diversity, but because of a lack of sensitivity in communication.

Conclusion

Giving feedback isn't just about being kind or harsh. It's about cultural translation.

The challenge for global leaders isn't softening or hardening their message, but making it understandable to the recipient. Because the way they communicate—more than the content—determines productivity, talent retention, and, in many cases, the success or failure of a multicultural team.