Face Saving at Work: How Cultural Differences Can Affect Your Career

The impact of “Face Saving” can pose a real risk to an individual’s well-being and progression in an Australian workplace.

In many Asian cultures, face-saving whether it’s personal dignity or the respect of others is essential. The concept of “face” is a social value deeply embedded in countries such as China, Japan, Korea, and others. It reflects not only one’s self-esteem but also the way others perceive their standing in a group or society.

However, in Australia’s workplace culture, which often values directness, transparency, and open communication, this cultural trait can sometimes create tension or be misunderstood. What may seem like a hesitation to speak up or a lack of engagement could actually be an employee’s attempt to avoid conflict or preserve their dignity.

How “Losing Face” Affects Career Progression

For those from Asian cultural backgrounds, the fear of losing face can influence how they interact with colleagues, approach feedback, or handle mistakes at work.

Here’s how:

Reluctance to Speak Up:

Employees may be reluctant to share concerns, ask for clarification, or voice dissent if they feel it might lead to embarrassment or loss of respect. This can be perceived in Australian workplaces as disengagement, but it may actually be a strategy to avoid confrontation.

Working as a university tutor 25 years ago, I experienced this first hand where many students who were from Asian cultures did not speak up during tutorials where they were struggling understanding content. Many failed the subject because they didn’t ask for help and spent substantial time within the university system trying to gain a degree.

Difficulty Accepting Public Criticism:

In some Asian cultures, public criticism or being pointed out in front of others can lead to a significant loss of face. This makes the concept of “feedback” challenging, as constructive criticism may feel like a personal attack rather than an opportunity for growth.

Avoiding Conflict:

Direct confrontation, which is often valued in Australian work environments, may be uncomfortable for someone from an Asian background. As a result, difficult issues might not be addressed in a timely manner, leading to unresolved problems or feelings of frustration.

Perception of Lack of Initiative:

Colleagues or managers may misinterpret someone’s avoidance of conflict or reluctance to speak up as a lack of initiative, enthusiasm, or confidence, which can negatively impact their professional reputation and opportunities for growth.

The Risk to Career Growth:

When employees feel they must hide their true thoughts or avoid situations where they could potentially lose face, they risk limiting their own development. Key career opportunities like promotions or involvement in leadership roles often require an individual to demonstrate transparency, assertiveness, and a willingness to challenge the status quo. The inability to navigate these situations due to cultural differences can hinder career advancement.

What Can We Do?

1. For Employers and Managers

Create Safe Spaces for Feedback:

Managers should encourage an open and inclusive culture where feedback is delivered respectfully, both in private and public settings. Understanding that employees from different cultural backgrounds may respond to criticism differently is vital. Managers can provide feedback in private or frame it in a constructive, non-judgemental way.

Cultural Sensitivity Training:

Employers can invest in diversity and inclusion training that addresses cultural differences. This helps raise awareness around the challenges of “face-saving” and the impact it can have on communication and performance. By fostering empathy and understanding, organisations can create a more supportive environment.

Encourage Open Dialogue:

Actively encourage employees from diverse backgrounds to voice their concerns or ask questions without fear of judgement. It’s important for everyone to feel their input is valued.

2. For Employees from Asian Backgrounds

Adapting to Direct Communication:

Understanding the workplace culture in Australia, where directness is often valued, can help individuals from Asian backgrounds adjust their communication style. Career Guidance can help to guide employees to become self aware of different communication styles and how to navigate Australian workplaces. This doesn’t mean abandoning one’s cultural values, but rather finding a balance between face saving and engaging in open dialogue. For example, seeking clarity on expectations and giving feedback in a constructive, respectful way can help bridge the gap.

Understanding the Value of Transparency:

In Australia, transparency is often seen as a sign of integrity and leadership. It’s important to recognise that asking questions, admitting mistakes, and seeking feedback are part of professional growth and do not necessarily lead to a loss of face. These actions are often valued and appreciated in the long run.

3. Mutual Respect and Understanding

Both employers and employees can benefit from mutual understanding of cultural differences.

By making an effort to understand how different cultural backgrounds shape behaviour in the workplace, both parties can foster an environment where everyone feels empowered to contribute, grow, and succeed.

Ultimately, bridging the gap between cultural values and workplace expectations will lead to more productive, diverse, and harmonious teams. The goal is to create a workplace where employees can remain true to their cultural identity of saving face while thriving in their professional roles.

Written by Gina Bell

Gina Bell is a university-qualified Sydney Career Expert in Career Advice, Career Coaching, and Career Counselling. She also works as a career coach for small and medium business owners & their leaders. She is passionate about aligning a person’s work purpose in a work environment where they can find fulfilment & reach their potential.

Her qualifications include a Graduate Diploma in Career Development, a Graduate Diploma in Chartered Accounting, and a Bachelor of Economics. She is registered with the Career Industry Council of Australia, Professional Member of the Career Development Association of Australia, National Career Development Association in the USA, Asia Pacific Career Development Association & Chartered Accountants of Australia and New Zealand.

In her free time, she loves to travel, cook, and learn.

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