More Japanese workplaces are hiring Vietnamese employees yet struggling with cultural differences and feeling unsure how to interact. Even small differences in wording and attitude can strongly affect motivation and retention. Once you understand cultural values, everyday communication often becomes surprisingly smooth. This article explains workplace manners and communication techniques you can put into practice to build trust with Vietnamese employees.

How to Work with Vietnamese Employees 1: Three Cultural Values to Keep in Mind

Before putting communication techniques into practice, it is important to understand the cultural values that underlie Vietnamese behavior. Simply knowing why people act a certain way can greatly change how you see day-to-day interactions. For a broader picture of Vietnamese national character, see our article “What Are the Characteristics of Vietnamese People? Personality and National Traits by Region.”

“Face” (Mentsu) Is One of the Most Important Keywords in Vietnamese Society

In Vietnamese society, “face” is one of the most important factors shaping human relationships. Known in Vietnamese as “thể diện,” this concept is close to the Japanese idea of “menboku” (one’s honor or standing), but it is fair to say it carries even greater weight than in Japan. Being embarrassed in front of others is treated as a serious matter that affects not only the individual but also the family’s honor.

For that reason, even if a Vietnamese employee seems reluctant to admit a mistake or reacts strongly when a mistake is pointed out, it is often a cultural response aimed at protecting face. Simply knowing this background makes emotional conflict easier to avoid.

Respect for Elders and Supervisors Is Even Stronger Than in Japan

Vietnam is a society strongly influenced by Confucianism, and respect for elders and superiors is deeply rooted in daily life. In the workplace as well, many Vietnamese people feel it is only natural to follow a supervisor’s words. At the same time, they often feel that stating their own opinions directly to a supervisor would be “rude.”

As a result, it is not unusual for little to be said even when you ask in a meeting, “Does anyone have any opinions?” This is not indifference; it is behavior rooted in cultural consideration for the supervisor. If you want to draw out opinions, you will likely need approaches such as speaking with people one-on-one.

Close Interpersonal Distance Is a Sign of Trust

In Vietnam, people tend to build close, family-like relationships even with workplace colleagues. Actions such as having lunch together, talking about private matters, and helping one another in times of need are, for Vietnamese people, signs that a relationship of trust has been formed.

In Japan it is common to separate work and private life, but in Vietnam it is fair to say the sense that “work colleagues = companions” is stronger. Understanding this difference in perception makes it less confusing when Vietnamese employees behave in a close or familiar way.

How to Work with Vietnamese Employees 2: Workplace Manners and Behaviors to Avoid

With those cultural values in mind, let’s review the manners and behaviors that especially matter at work. Actions that seem minor can significantly damage your relationship with Vietnamese employees.

Never Reprimand or Criticize Someone in Front of Others

Closely tied to the culture of face discussed above is the problem of “public reprimand.” In Japanese workplaces, people are sometimes corrected during morning assemblies or meetings, but for Vietnamese employees this can feel like a very deep humiliation. It is not uncommon for an employee who feels publicly shamed to stop coming to work the next day.

When feedback or correction is needed, always create a private setting. Even then, rather than scolding someone outright, frame the message positively—“doing it this way would make it even better”—so the other person can accept it more easily.

Communicate a “Concrete Goal” Rather Than Vague Instructions

Japanese has many vague expressions such as “handle it appropriately,” “as soon as you can,” and “put it together nicely.” Japanese colleagues can often read the room and respond, but for Vietnamese employees such instructions easily become a source of confusion.

That said, this is not only a language-ability issue. In Vietnam, it is common for supervisors to give concrete instructions and for subordinates to carry them out accurately. Clearly communicating what needs to be done, by when, and to what standard therefore creates less stressful communication for both sides. Showing a finished image with a photo or sample is even more effective.

Know That Personal Questions Are Often a Sign of Goodwill

“Are you married?” “How much do you earn?” “How old are you?” In Japan, asking such questions at work is considered poor manners. In Vietnam, however, these questions show interest in the other person and are part of friendly communication.

That does not mean Japanese employees need to feel the same way. What matters is that when a Vietnamese employee asks such a question, you do not simply label them as rude; instead, respond calmly with an understanding of the cultural background. If you prefer not to answer, a smile and “We don’t usually ask that much in Japan” is enough.

How to Work with Vietnamese Employees 3: Communication Techniques That Deepen Trust

Avoiding problematic behavior alone will not build a good relationship. Below are communication techniques for actively deepening trust with Vietnamese employees.

Say “Thank You” and “That Helped” Often

Words of appreciation are highly effective in raising Vietnamese employees’ motivation. In Japan, unspoken understanding—“they’ll know even if I don’t say it”—often works, whereas in Vietnam putting things into words is valued.

Simply offering everyday phrases such as “thank you,” “that really helped,” and “you did a great job” can visibly change a Vietnamese employee’s drive at work. In particular, praising someone in front of others also helps give them face and brings great joy. Correct in private; praise in public. You can think of this as a basic principle when working with Vietnamese employees. If you want to express thanks in Vietnamese, also refer to the phrases introduced in “What Are the Characteristics of the Vietnamese Language? Tips for Better Communication.”

Small Talk and Meal Invitations Are a Shortcut to Building Relationships

In Vietnam, sharing a meal is one of the most natural ways to deepen relationships. Beyond workplace welcome and farewell parties, everyday lunch invitations can also do a great deal to build connections. For guidance on what to choose when treating Vietnamese colleagues, see “What Do Vietnamese People Like? What to Serve When Treating Them.”

Brief small talk between tasks is also an important cue for Vietnamese employees that they are being accepted. Asking about family or Vietnamese food culture can be a good approach. Showing interest in the other person’s culture is one of the most effective ways to build trust.

Make Reporting, Contacting, and Consulting Stick Through Systems

“Reporting, contacting, and consulting” (ho-ren-so) is a concept distinctive to Japanese business culture, and it is not unusual for Vietnamese workplaces to lack this habit. Before feeling frustrated about “why they don’t report,” it is important to put systems in place that make ho-ren-so natural.

For example, setting a rule to send a simple daily report via chat at the end of each workday, or holding a short weekly one-on-one, can be effective. If oral reporting is difficult, using text-based communication tools is also recommended. Rather than simply saying “do it,” creating an environment that makes it easy to do is the shortcut to making the practice stick.

How to Work with Vietnamese Employees 4: Situations That Often Lead to Trouble and How to Handle Them

No matter how careful you are, cultural differences can still cause trouble. Here we explain situations that are especially common in Japanese workplaces and how to handle them.

Not Apologizing Is a Cultural Difference, Not Malice

Many Japanese people are puzzled when Vietnamese employees do not say “I’m sorry.” In Vietnam, people tend to explain the reason first when a mistake occurs, because an apology is seen as a serious act tied to face. The background is also explained in “Ranking of Countries That Don’t Apologize | Differences in Apology Culture Worldwide and How to Work Well with Vietnamese People.”

For that reason, it is better not to conclude that someone “isn’t reflecting” simply because there is no apology. What matters more than whether an apology is offered is thinking together about concrete steps so the problem does not recur. Future-oriented conversations such as “What could we do next time to make this go well?” are said to resonate more with Vietnamese employees.

Address Pay and Benefits Topics Openly

In Vietnam, colleagues tend to be less reluctant to share salary amounts, and information about conditions is said to spread easily within the workplace. In Japanese companies, pay is generally treated as personal information, and this difference in perception often becomes a source of trouble.

If complaints arise such as “Why is my pay lower?” or “We do the same work but the conditions are different,” stay calm and carefully explain the evaluation criteria and raise system. Leaving things vague can allow distrust to build and may lead to resignation. Transparent explanation is essential to maintaining trust.

Points for Catching Signs of Resignation Early

Resignations by Vietnamese employees often feel more sudden than those of Japanese employees. Even so, several warning signs are not uncommon beforehand. Changes such as more lateness or absences, less conversation with colleagues, and reduced initiative at work may be signs that someone is considering leaving.

In addition, job-change information is often shared within Vietnamese communities, and one person’s resignation can spread in a chain reaction. Holding regular one-on-ones and creating opportunities to hear about work concerns and future career plans provides peace of mind. Addressing issues while they are still small makes sudden resignations easier to prevent. Understanding Vietnamese people’sactual use of social mediaalso makes it easier to grasp how information is shared in communities.

Conclusion

What matters most in working with Vietnamese employees is understanding the cultural values of placing importance on face, valuing hierarchical relationships, and keeping close interpersonal distance—and reflecting those values in daily communication. Avoid public reprimands, give concrete instructions, and express thanks often. These small accumulations lead to a sense of security and trust among Vietnamese employees.

Cultural differences may at first be a source of confusion. Even so, by learning the reasons behind those differences and taking a step toward each other, the workplace can become richer. We recommend aiming to build a workplace where you can grow together while making the most of Vietnamese employees’ strengths.

Practical Points to Confirm Before Moving Ahead with Hiring

After understanding culture, religion, and values, confirming hiring conditions and cost design early will also help things go smoothly.

If you hire under the Specified Skilled Worker program, review thehiring processandacceptance costs, and if you outsource support, also comparehow to choose a Registered Support Organization.