Bridging Jinji人事 and U.S. HR: Transforming silence into strength
In one U.S.-based subsidiary of a Japanese company, a subtle yet impactful HR challenge was quietly eroding team collaboration and mutual understanding: Japanese expat employees were remaining silent during meetings, while their American colleagues, unaware of the cultural dynamics at play, interpreted this silence as a lack of interest or engagement.
However, beneath the surface, the situation was far more intricate, shaped not by apathy, but by deeply rooted cultural norms around communication, hierarchy, and decision-making.
The hidden disconnect
For many Japanese professionals, meetings are traditionally places for listening, absorbing information, and confirming consensus that has already been built behind the scenes. Speaking up spontaneously, especially without full context or group alignment, can feel inappropriate or even disrespectful. Silence, in this context, is not disengagement, it’s a form of respect and careful consideration.
Meanwhile, in the American workplace, meetings are often fast-paced, idea-driven, and informal. Contributions are expected to be quick, confident, and individualistic. Silence is interpreted as lack of interest, or worse, lack of competence. This creates a false narrative: while Japanese expats are quietly processing and waiting for the right moment to contribute, their U.S. colleagues are misreading that silence as indifference.
This disconnect leads to frustration on both sides. American team members may feel unsupported or confused by the lack of input, while Japanese expats feel overwhelmed, excluded, and unsure how to participate in a way that feels culturally appropriate.
The result? Missed opportunities for collaboration, underutilized talent, and a growing sense of isolation among expat staff.
The HR Ninja solution
The best solutions are practical, strategic and empathetic. Here’s what worked for this company.
Meeting Redesign I worked with leadership to restructure meetings to include:
Pre-distributed agendas and materials
Clear turn-taking or round-robin formats
Follow-up channels for written input after meetings
Manager Training
U.S. managers learned how to create space for quieter voices, check in after meetings, and avoid assumptions about engagement based on speaking style.
Confidence Coaching for Expats
Offering coaching to Japanese team members can help them build confidence in expressing ideas in real time, and providing language support where needed.
The outcome
Over time, Japanese expats began contributing more actively, not because they changed who they were, but because the environment changed to meet them halfway. American colleagues gained a deeper appreciation for their insights, and meetings became more inclusive and productive.
One expat shared, “I used to feel invisible. Now I feel like my voice matters, even if I speak up in a different way.”
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。
