Differences
When skilled professionals move across continents to take up roles in Australia, they bring with them more than just technical experience—they bring unique perspectives shaped by different cultural norms. For many regional Australian businesses, especially those hiring from Africa or Southeast Asia, one of the biggest yet often unspoken challenges isn’t skills—it’s navigating work culture differences.
One such cultural gap involves expectations around independent work and initiative. In some countries, workplace culture leans more toward a directive or hierarchical style. In contrast, Australian businesses often expect staff to self-manage, problem-solve, and make decisions autonomously.
If you’re an employer wondering how to help international hires succeed—not just survive—this guide offers a respectful, practical approach to bridging that gap.
Be Transparent from the Start: Acknowledge the Gap
Start by acknowledging openly and respectfully that there is a work culture gap to bridge. It’s not a criticism—it’s a reality. In Australia, the expectation is often for workers to take initiative, make decisions, and operate independently. In other cultures, especially where an authoritarian or directive style is the norm, this can feel foreign or even risky.
Setting the stage for this conversation early builds trust and helps international hires understand that they’re not doing something wrong—they’re simply adjusting to a new way of working.
Include a Pre-Arrival Guide: Set Expectations Early
Consider developing a simple document or presentation titled something like:
“How Working in Australia is Different from Nigeria (or Southeast Asia): A Guide for New Team Members”
This could be part of your pre-boarding process and framed as something you give to all international candidates (which you might actually consider standardising in the future). The guide should outline key cultural differences and highlight what’s expected in an Australian workplace, such as:
- Proactive problem-solving
- Decision-making autonomy
- Asking questions and offering ideas
- Managing your own workload and schedule
- Owning mistakes and learning from them
To make it relatable, you could incorporate real-life examples from previous hires, showing how they successfully navigated these expectations.
Practical Onboarding: Teach Through Experience
Once your new team member arrives, incorporate this conversation into their onboarding and orientation. Consider dedicating a full day to it—yes, it’s that important.
Structure a workshop that includes:
- Real-life scenarios they’ll encounter in your business
- Roleplays where they can safely practice decision-making
- Open discussion about when to ask for help vs. when to act
- Opportunities to make mistakes and learn in a low-stakes setting
The goal? Build confidence, encourage independent thinking, and ensure they feel safe experimenting with this new work style.
Train Their Managers Too: Use Shared Language and Tools
This isn’t just about the employee—it’s about the environment they’re stepping into. Make sure their direct managers and supervisors are aware of this culture gap and equipped with strategies to help bridge it.
Provide your leadership team with:
- Consistent language to use when offering feedback
- Examples of how to coach initiative without criticism
- Permission to talk about culture differences openly, without blame
This sets the tone for growth and avoids frustration on both sides.
Keep the Conversation Going: Build It into Reviews
Don’t treat cultural onboarding as a one-time event. In your post-commencement reviews, include questions like:
- “Are there any decisions you didn’t feel confident making?”
- “What kind of direction do you find helpful, and what feels excessive?”
- “Is there anything you’re unsure whether you’re allowed to do independently?”
Use this time to celebrate progress and reinforce autonomy as a core value in your workplace.
Final Thoughts
Workplace culture is rarely taught—it’s absorbed. For international hires, especially those moving from more directive cultures, understanding Australian norms around independence and initiative takes time and support.
As an employer, your role is to create clarity, consistency, and compassion. By being transparent, training both the employee and their leaders, and building structured opportunities to learn, you’re setting everyone up for success.
At You Solved, we believe that bridging cultural gaps isn’t a barrier—it’s an opportunity. It’s how diverse teams learn from each other and grow stronger together.
