Linguistic downgraders can be used to describe something as ‘somewhat unprofessional’ or ‘largely unacceptable.’ Indirect evaluators prefer to deliver negative messages in private. It is not softened by positives and often delivered with linguistic upgraders such as ‘totally unprofessional’ and ‘completely unacceptable.’ĭirect evaluators are not afraid of delivering open and honest feedback to your face, in public.Īn indirect negative feedback, on the other hand, is diplomatic, and often wrapped in positive statements, like a sandwich. How we deliver negative feedback can be direct or indirect, writes Meyer. Her ideas on how evaluation and disagreement is seen in different cultural contexts are interesting: Here, she discusses how our cultural backgrounds affect communication and interaction in many areas. If onboarding, simple instructions, and follow-up can be vague despite an ideal of clear and direct communication, how do we fare with evaluations? Decoding feedbackĮrin Meyer, professor at INSEAD Business School, works with intercultural management and is well known for her book The Culture Map. It is far better to ask how, than to ignore a nagging insecurity and do nothing. If in doubt, ask! By asking questions when in doubt, you will be perceived as a trustworthy colleague who is determined to do the best possible job,’ she concludes. You’re expected to work out how best to handle it. ‘‘Could you have a look at this?’ should not be seen as a suggestion to just look at something’, Karin shares, ‘but rather as a task that has been delegated to you. Phrases like ‘kan du ta en kikk på dette?’ or ‘kan du se på dette?’ (could you have a look at this?) often cause confusion. We value independence and don’t want to tell others what to do but to someone who is used to detailed instructions at work, this can be a real challenge.’ ‘Leaders often focus on what needs to be done,’ continues Karin, ‘rather than how. ‘But new employees don’t necessarily understand that a high level of individual responsibility is expected and that they must work independently and find methods for solving problems.’ This can be a challenge for Norwegians as well as immigrants. Ask if you need anything’ – onboarding? I suggest, having experienced this myself. ‘Welcome here is your computer and access card. In Norwegian workplaces, there is a tendency to simply assume that things are okay unless otherwise stated.’ ‘New employees will seldom be told what is expected of them, instead they will get minimal guidance, instructions, feedback and follow-up. ‘The lack of clarity is the biggest challenge for newcomers to Norwegian workplaces,’ she shares. Karin has 30 years’ experience working in multicultural environments and her company ‘… strives to build bridges between cultures through increased culture awareness.’ Karin is the author of several books and offers talks and workshops to companies and individuals. ‘Norwegians are often presented as clear and direct communicators’, agrees Karin Ellis, CEO and founder of Ellis Culture when I ring her up for input, ‘but this is not always the case.’ Direct, concise communication (formidlingsevne) is valued.ĭescribing someone as a tåkefyrste (a fog lord, someone who has wrapped the message up in so many words that it’s difficult to decipher), is definitely not a compliment in Norway.īut are all forms of communication equally direct? I’m not so sure. We say it as it is, avoid beating around the bush – or ‘walk around the porridge’ ( gå rundt grøten), as we say in Norwegian. Reading up on doing business with Norwegians, I find statements like ‘Norwegian communication style is very direct,’ ‘they believe in saying it exactly as it is’, and ‘Norwegians do not think it is disrespectful to point out what they regard as an error.’ A guide for foreign workers in Norway: How to decode and understand instructions and feedback in a Norwegian office.
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