Working with Indians: cultural codes

Intercultural communication India

Working with Indians: understanding cultural codes

Working with Indian teams requires understanding professional cultural codes that can differ greatly from your own. Our intercultural expertise India outlines key practices in communication, management, and decision-making to help you collaborate effectively and avoid misunderstandings.

The 2 most common intercultural mistakes when working with Indians:

“Yes” means possibly “No”

Interpreting apparent agreement or enthusiasm as a firm commitment is misleading. In a meeting or decision-making context, a "yes" or a smile can signify respect or a desire to maintain harmony rather than a definitive agreement. This can lead to delays that are perceived as a lack of reliability.

Hierarchy awareness

The mistake lies in interpreting respect for karma or hierarchy as a lack of initiative, and in expecting the same degree of autonomy as a Swiss employee. In reality, Indian employees act more explicitly within the framework of hierarchical directives and a broader vision of destiny.

Target audience

Our intercultural services and training are aimed at managers, HR managers and professionals who need to collaborate with Indian teams or partners, in India or remotely, in an international environment.

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Culture Compass India: Attitudes and Norms

Family and status orientation

Indians base their lives on the well-being of their families. It is even more important than the job. At the same time they are very keen to increase their status.

Hierarchy and leadership

Everyone should behave according to their role. People with authority enjoy great respect. Employees should not contradict their manager.

Communication style

Indians practice an indirect communication style and avoid negative statements. Harmony should always prevail. On the other hand, they love drama and big gestures.

Leadership: Tips for Managers

The Culture Compass India says: Indian employees expect an emotional rather than a purely factual relationship with their manager. Give them enough attention and their loyalty will be assured. Employees have great respect for the hierarchy. This respect, paired with their fatalism, might justify a certain passivity. They are hardly used to taking initiatives. They would also rarely admit mistakes in order to save face. They wouldn't admit they can't do something but would rather tend to accept a task, even if they are not able to do it. This is because they feel they can’t say no to the manager. So, take this into consideration when assigning tasks. If you want planning and deadlines to be met, you can't avoid constantly inquiring about the status of the tasks.