Giving Feedback in India – Reflections from a Learner

It was absolutely extraordinary: three days of a management seminar in Mumbai!

Putting this inspiring experience into words is a challenge, but I’d like to share it with you here. I discovered a multitude of new aspects of Indian professional culture, met incredibly friendly people… From the very first moments, we established an exceptional atmosphere of mutual trust. This allowed me, I hope, to directly address some burning questions, like: How do Indian managers give feedback?

As a trainer and specialist in communication and leadership, with rich intercultural experience, I expected to observe some differences. And, to some extent, I thought I had a solid grasp of the topic. But in India, everything feels truly different! Giving feedback here is a true art – an art that, as a foreigner, I may never fully grasp.

Feedback: A Cultural Dance

In India, giving feedback isn’t just about delivering a clear message. It’s a dance where empathy, respect, and subtlety take center stage. Every aspect of verbal, para-verbal, and non-verbal communication seems to come into play. For instance, the famous Indian head nod is absolutely fascinating. (Don’t even try it – you won’t succeed!) What does it mean? Yes? No? Maybe? I’m listening, but I don’t agree?… It can mean anything and everything you wish to interpret!

When formulating feedback, you ensure you don’t hurt the other person; you accompany your words with gestures that reassure them of your good intentions while subtly making them aware that there’s an issue. From my rather simplistic perspective, it feels as though you can choose, among the multiple nuances of the message, the one that suits you best! Preserving relationships, promoting harmony, while delivering critique so subtly that the other person might not even realize it – or might pretend not to have noticed. This is a skill I deeply admire. As a trainer, I feel completely out of my depth when faced with such complexity – but it’s also incredibly amusing! We laughed so much as a group when I repeatedly asked what certain phrases and gestures truly meant! And I think of all the expats who must navigate these subtleties daily in their professional lives.

One participant explained to me: “In India, we try to wrap criticisms in such a way that they don’t hurt. The message matters, of course, but the way it’s delivered is paramount.” I could have said exactly the same thing in a European seminar, but the Indian approach seems light-years ahead of what we practice here. The countless facets and nuances completely elude me, and I deeply appreciate the particular sensitivity that permeates this approach.

Example: "You’re always late. You need to be more punctual."

One of the most fascinating aspects is the ability to give indirect feedback while still conveying the message. An example from the seminar: a manager, during a role-play exercise, had to tell an employee to arrive on time. Here’s what they said: “Your contributions are so valuable that we need you right from the start of our meetings.” Or something similar. In Europe, this would immediately come across as sarcasm, if not worse. Not in India. However, I’m not sure I grasped all the underlying dimensions. And I can’t even be certain that the manager effectively delivered their message in this exercise… But one thing is sure: they preserved their relationship!

Such finesse requires highly developed emotional intelligence, deeply rooted in Indian culture. But – and this is perhaps the most critical point for all managers operating in an international context – I have no idea whether the feedback was truly understood by the recipient.

Or was it? Either way, these three days were an incredibly stimulating experience, as the topic is utterly captivating. In India, feedback seems far more like a dialogue than simply “pointing out what’s wrong.” It’s a process aimed at building mutual understanding. I’m in awe. Feedback as a means to strengthen relationships and foster mutual growth – it’s almost spiritual: I had never seen it so clearly, but that’s exactly how it should be!

Conclusion: Learning as a Leader

This article doesn’t aim to provide definitive answers. On the contrary, it acknowledges that I still have much to learn – and that I’m eager to keep learning. For me, giving feedback in India is an art I deeply admire and one that inspires me to further refine my own style.

A heartfelt thank you to my Indian participants for these invaluable lessons. See you soon!

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