by Klaudia Fryc-Mallick
When collaborating across cultures, misunderstandings aren’t just possible — they’re inevitable. But some of them are predictable, and with the right insight, preventable. Indian workplace culture is rich, dynamic, and often misunderstood, especially by professionals coming from more individualistic or low-context cultures.
Here are three common misconceptions — and what to understand instead.
1. “They’re not being clear.”
The misunderstanding:
Many Western professionals perceive Indian colleagues as vague or evasive, especially when it comes to saying “no,” expressing concerns, or offering feedback.
The reality:
In many Indian professional settings, communication is context-rich and relational. Directness can be seen as impolite or confrontational. Rather than saying “no” outright, colleagues might say “we’ll try,” or “let’s see,” especially if the request comes from someone in a position of authority.
What to do:
Learn to read between the lines — and create space for clarity. Instead of yes/no questions, ask open-ended ones. Build trust first. Clarity often follows connection.
2. “They don’t care about deadlines.”
The misunderstanding:
Missed deadlines or last-minute changes may be interpreted as a lack of professionalism or accountability.
The reality:
Indian work environments often emphasize flexibility and responsiveness over rigid scheduling. Many teams juggle complex hierarchies, shared responsibilities, and evolving priorities. The commitment is real, but the timeline may be fluid.
What to do:
Don’t assume lack of care. Instead, co-create timelines, confirm expectations regularly, and allow for check-ins. When possible, factor in buffer time, and clarify what’s truly non-negotiable.
3. “They’re uncomfortable with feedback.”
The misunderstanding:
European or North American colleagues may struggle with how to give or receive feedback with Indian teams. There’s a fear of offending — or of not being honest enough.
The reality:
Feedback is deeply relational in Indian culture. It’s not just about what you say, but how — and when — you say it. Negative feedback, especially in group settings or over email, can risk shame or loss of face. But when approached with care, it’s welcomed and respected.
What to do:
Follow the #HPSP rule: Hard on the Problem, Soft on the Person. Be clear and specific about the issue, and gentle and respectful in tone. One-on-one settings work best. And don’t forget to offer reinforcing feedback too — praise goes a long way.
Understanding workplace culture isn’t about mastering a list of dos and don’ts — it’s about noticing your assumptions, staying curious, and practicing empathy.
If you’re navigating collaboration with Indian teams — or just want to strengthen your cultural intelligence — download the Masala@Work Preview. It’s full of real-world examples and actionable insights to help you connect more meaningfully across borders.
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