Steering Korean workplace norms and expectations can be challenging for the executives and teams worldwide, as workplace norms differ.
Long-time global teams have observed Korean groups significantly adopt Western business norms, reducing the dispatch of expats, although a few divisions still adhere to the old model.
What stands out is the shift from embedding expat operational teams with divisions acquired through M&A to forming partnerships.
Executive Leadership
There are still challenges. First, although local leadership manages operations, they must report to a Korean headquarters, and their teams must also engage with Korean counterparts.
As noted for global teams, steering the norms and expectations of the Korean workplace, such as decision-making and the approval process, can be challenging. Furthermore, failing to meet expectations and, in many cases, misinterpreting situations is concerning. Although individuals may be very confident in their positions and ways of doing things, they may never see their demise coming and will be blindsided.
Seasoned Korean executives and teams are highly intuitive and sensitive to everything around them. They read situations and adapt. Little gets by them, and few employees ever reach a managerial level without such a skillset.
To share a couple of takeaways…
First, a Western executive is hired for two reasons based on their background and experience.
- To do the tasks you were hired for
- To develop innovative solutions, ideas, and workarounds. These solutions should include several options to present to leadership and, sometimes, ideas “out of the box.”
Next, I strongly recommend Western executives receive ongoing and frequent updates on Korea and the workplace, as well as coaching and mentoring. On-demand and weekly sessions can address questions and issues impacting the company, as well as issues that surface.
Team Dynamics
Perhaps the team’s top challenge is maintaining and supporting working relationships—whether next door or in Korea. I have shared that when Korean expats were assigned to local offices, they most often managed communication between Korea and the West.
The new model is typical for staff in Korea who pick up their mobile phone, Zoom, or Kakao Talk, and speak one-on-one with an overseas team member.
This contrasts with the old model, where all communication between HQ and local subsidiaries went through and was screened and monitored by the local Korean expatriate team. The new model is not without its challenges.
For example, email requests often need clarification for a requested task, and even a message received in the morning in the West with hopes that substantial progress will be made by the end of the day (morning in Korea) may not have been accomplished without clarity.
Even if a request is made, local teams and you are often stretched thin—any new workload can be seen as overwhelming.
Also common are end-of-day requests- sent at the beginning of the day in Korea but received as the day wraps up in the West, and with time zones, a “second day” often begins around 4-5 PM for the local team as the Korean HQ is back online. Work frequently runs late into the evening, but working late is not an option for some Western teams.
Leadership Approaches
I have several workarounds, most of which result from nearly 30+ years working directly with teams and leadership in Korea. Here, I share two hints:
Hint 1:
In the case of a last-minute request or a request that may require more clarity and/or substantial research….
As I learned from a senior Korean executive, Korea often requests local input in many cases so teams and leadership can finalize a critical decision. They know time restraints and that a comprehensive response could take days. Noting that they are looking for some input, even input limited in scope, that may help sway their decision, pro or con. I am often asked for just a “yes or no.”
Hint 2:
If you receive a request and do not wish to seem uncooperative, but cannot respond as requested due to commitments and workload….
Given my experience in dealing with urgent HQ requests, as noted in Hint 1, I suggest sharing with the Korean team that you’d be happy to assist, but you’ll need additional time due to current deadlines, end-of-the-day, etc.
As a caveat, I always ask for their timeline and then share some options on when you can help. What is assumed to be an urgent request often does have flexibility.
The move to more open and direct communications between HQ and the local team is positive. However, it is not without its challenges, as we learn to adapt, build relationships, and work within the restraints of the time difference, life balance, and work hours.
All said…
Just like with executives, I recommend that local teams immerse themselves in Korean business norms, SOPs, practices, and expectations—both in general and with a specific Korea Group, as well as their sister companies. Norms, in fact, vary between Hyundai, CJ, Samsung, LG, SK, and their startups. On takeaways, too, Korea is constantly changing.
