After six years working as a Brit abroad in Asia, recently returning to the UK has given me plenty to think about when it comes to how we communicate in business.
In many Asian workplaces, saving face is part of the cultural fabric. It’s not about dodging blame—it’s about preserving harmony, dignity and respect. When problems crop up, the passive voice (saying what happened but not who did it!) is usually used: “one of the formulas was wrong” or “the payment didn’t go through”. It’s a way of dealing with issues gently, especially in hierarchical environments or close-knit teams, where calling someone out directly could do real damage to relationships.
At first, I found this highly frustrating! As someone who’s happy to say, “I messed up, sorry!” and move on, I struggled with what felt like avoiding blame. I couldn’t understand why no one would just own up and crack on! But over time, I began to see the intention behind the indirectness: it wasn’t about avoiding responsibility, but about preserving trust, respect, and group cohesion.
Since coming back to the UK, I’ve been reflecting on how we use language here too. We may not “save face” in quite the same way, but we do hedge our delivery—a lot. We say things like “I might have misread that” or “Perhaps that wasn’t quite right.” British communication tends to lean on softness, understatement and tact—avoiding awkwardness while still getting the message across.
These cultural nuances can shape everything—from how feedback is given to how leadership is perceived. If you come from a culture where “saving face” matters deeply, the UK workplace might feel surprisingly blunt. Don’t take it personally! Feedback here is often honest, not confrontational. Spotting those differences early can help you respond calmly and work more smoothly with your team.
For UK employers working with colleagues from face-sensitive cultures, focus on giving gentle, private feedback and praise. At the same time, be aware that passive or indirect language doesn’t necessarily mean avoidance or lack of accountability. Often it’s a way of preserving harmony and showing respect. Creating space to clarify intentions without pressuring for overt ownership lets those colleagues step into responsibility in a way that feels culturally safe.
