How could your company work well with Vietnamese staff?

How to Build a Good Working Relationship with Vietnamese Staff

Many foreigners and Japanese professionals working in Vietnam experience confusion due to differences in communication styles and cultural backgrounds. However, by correctly understanding Vietnamese values and mindset, it is possible to build trust with staff and establish long-term, stable working relationships. The following are key points for working smoothly with Vietnamese employees.

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1. Understanding the Vietnamese Mindset

(1) Strong group orientation and emphasis on communication

Vietnamese people highly value conversation and human connections, and place great importance on relationships with family and relatives. In the workplace, good interpersonal relationships have a significant impact on employee motivation and performance.

Examples of effective initiatives

• Organizing internal social events such as company dinners or karaoke gatherings once per quarter

• Gaining an understanding of employees’ family backgrounds, hobbies, and personalities helps deepen mutual understanding and strengthen their sense of belonging to the company

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(2) Emphasis on a “comfortable working environment” rather than salary alone

Companies with many long-serving employees often share the following characteristics:

• Results-oriented systems rather than strict time-based management

  • Flexible working styles that allow employees to leave once their tasks are completed

  • This enables employees to secure time with their families and increases overall job satisfaction

• Leave policies that are easy to use

  • As family events are highly valued in Vietnamese culture, ease of taking leave is essential

• Salary levels that ensure a stable livelihood

  • Paying approximately 10% above the market average increases employees’ sense of security and retention rates

  • An increasing number of companies allow side jobs, supporting employees’ independence and income growth

• Company trips and internal events (if possible)

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2. Performance Evaluation and Training Systems

• It is essential to view each employee as an important asset of the company

• Introducing evaluation systems that are simple and easy to understand, rather than overly complex, is more effective

• Through training and development systems, employees’ sense of responsibility and self-confidence can be fostered

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3. Sharing the Company’s Future Vision

• Hold company-wide meetings on a quarterly basis to share the company’s direction and goals

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4. Improving the Quality of Communication

• Avoid words or attitudes that may belittle subordinates

• Vietnamese staff tend to:

  • Have strong pride

  • Feel apprehensive about taking responsibility
    Therefore, careful guidance and continuous training are important

• To address employees’ weaknesses, well-structured training systems play a crucial role

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5. Communicating Important Matters Honestly and in a Timely Manner

In Japanese companies, consideration for others often leads to indirect or ambiguous expressions. However, in Vietnam, conveying important matters clearly and at an early stage helps build trust.

• If the 13th-month salary is not to be paid, this should be clearly communicated in advance (e.g., paid only when company performance is strong)

• Important management decisions should be shared as early as possible

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Conclusion

To build a good working relationship with Vietnamese staff, the following points are essential:

• Communicate proactively on a regular basis to deepen mutual understanding

• Establish training and evaluation systems, even if they are simple

  • The higher the skill level of employees, the fewer weaknesses they have, and the stronger the company becomes overall

• Place greater emphasis on a “comfortable working environment” than on salary or benefits alone

Many companies attempt to retain employees through salary and制度, but in reality, the key to retention lies in a comfortable working environment. This includes:

• Reasonable salary levels

• Smooth and open communication

• Minimal overtime

• Ease of taking leave

• Friendly and supportive supervisors

Maintaining honest, open, and transparent communication is essential.

Above all, continuous training and development systems are critical. Through such systems, both employees’ skills and weaknesses can be effectively strengthened and addressed.

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