Bridging Jinji人事 and U.S. HR: The Feedback Gap
A Japanese expat manager recently received a surprise during their annual performance review in the U.S.: a comment from their American team that they were “distant and hard to approach.” The manager was stunned. In Japan, maintaining formality and emotional restraint is often seen as professional. In the U.S., it can be interpreted as cold or disengaged.
This moment revealed a deeper issue: the feedback gap between jinji and U.S. HR.
Jinji Culture: Indirect and Hierarchical
In traditional Japanese HR (人事), feedback is often subtle, indirect, and delivered through formal channels. Criticism is softened, and praise is modest. Managers rarely receive open, upward feedback from subordinates. The goal is harmony, not confrontation.
U.S. HR Culture: Direct and Democratic
In contrast, American HR practices encourage open dialogue, 360-degree feedback, and real-time coaching. Employees are expected to speak up, and managers are expected to be approachable. Silence can be seen as a lack of engagement, or worse, a lack of leadership.
The Clash
When Japanese managers bring jinji norms into U.S. workplaces, they may unintentionally create distance. Their team may hesitate to speak up, while the manager assumes everything is fine. Then, during formal reviews, the truth comes out, and it feels like a betrayal.
The HR Ninja Solution
To bridge this gap, HR teams must:
Coach Japanese expats on U.S. feedback expectations, including tone, frequency, and openness.
Create safe spaces for upward feedback, using anonymous surveys or facilitated sessions.
Encourage cultural exchange, where teams learn about each other’s norms and assumptions.
Feedback isn’t just a tool, it’s a relationship. And when we bridge jinji and U.S. HR, we build workplaces where feedback flows with trust, not tension.
This is where Saske HR Ninja comes to the rescue!
ここで御社の人事を陰で支えるサスケが救いの手を差し伸べることができます！
How I can help:
専門サービス:
🎯 Coaching & Training コーチングとトレーニング
I offer specialized coaching and HR-focused training tailored for Japanese managers (in English and Japanese). This helps them understand U.S. workplace expectations and effectively convey information without causing offense. 日本人マネージャー向けに特化したコーチングと人事に特化したトレーニングを英語と日本語で提供しています。これは、米国の職場での期待を理解し、不快感を与えることなく効果的に情報を伝えるのに役立ちます。
🎯 Ongoing Support 継続的なサポート
I provide continuous resources and follow-up sessions to reinforce effective communication practices, ensuring lasting change. 継続的なリソースとフォローアップ セッションを提供して、効果的なコミュニケーションの実践を強化し、永続的な変化を保証します。
My support goes way beyond a 'box-ticking' exercise. I work closely with management to defuse current tensions and implement strategies that prevent future issues and costly lawsuits. 私が提供するサポートは、単なる「箱をチェックする」活動をはるかに超えています。私は経営陣と緊密に連携して現在の緊張を和らげ、将来の問題や多額の費用がかかる訴訟を防ぐ戦略を実行しています。
If this situation resonates with you, don’t hesitate to reach out! I’d be happy to discuss how I can assist. この状況に共感できる場合は、遠慮せずにご連絡ください。どのようにお手伝いできるか、喜んでご相談させていただきます。
