From Kreng Jai to Candid Conversations
Building a Culture of Feedback and Healthy Conflict in Thai Workplaces
In high-performing workplaces, it’s not just strategy or innovation that sets teams apart, it's the ability to have honest, respectful conversations. That includes feedback, disagreement and even conflict. Yet for many organisations, especially in Asia, that remains a struggle.
A recent survey by Wiley Workplace Intelligence found that while 72% of employees feel psychologically safe addressing conflict, a staggering 88% still report difficulty engaging in it. Even more concerning, over half experience stress or physical symptoms when workplace tensions arise. The data makes one thing clear: psychological safety alone isn’t enough, we also need the skills, structure and culture to handle feedback and conflict well.
The Hidden Cost of Harmony
In Thailand, this challenge is amplified by a deeply held cultural value: Kreng Jai. Often translated as “consideration” or “deference,” Kreng Jai reflects a reluctance to impose, embarrass, or disagree. It underpins the country’s well-known reputation for warmth and politeness,but in the workplace, it can also prevent people from speaking up, giving feedback, or raising concerns.
That might keep the peace on the surface, but over time, avoidance erodes trust, hampers decision-making and blocks growth. When difficult conversations are consistently dodged, small issues fester into big ones and innovation, collaboration and well being suffer.
Why We Need Conflict - Done Well
Contrary to popular belief, conflict itself isn’t the problem, poorly managed or completely avoided conflict is. The same Wiley study revealed that:
67% of employees ruminate on workplace conflict outside of hours
53% experience physical stress symptoms
But 68% say their team performs better after working through disagreements
The takeaway? When handled with empathy, structure and trust, conflict can strengthen relationships, sharpen decisions and unlock team performance.
This desire for more open dialogue isn’t just about handling conflict, it’s also about creating a workplace where feedback is part of everyday culture. Millennials and Gen Z, in particular, want continuous feedback, growth and alignment with their values. When feedback flows regularly and is seen as supportive rather than critical, engagement, performance and trust all increase.
Bridging the Gap
So how do we balance cultural values like Kreng Jai with the need for honest, constructive dialogue?
At Dramatic Difference, we use the C4 Dialogue Navigator®, a human-centred approach to building communication skills in diverse, often hierarchical teams. C4 stands for:
Connection –Building rapport and trust with others to create a safe space for open communication.
Curiosity – Approaching conversations with genuine interest and a desire to understand different perspectives
Courage – Having the confidence to express oneself honestly and respectfully, even when addressing sensitive or difficult topic.
Clarity – Ensuring that communication is clear, concise and easily understood by all parties involved.
These four compass points help you navigate through any dialogue in any professional or personal situation.
C4 Dialogue Navigator® is more than a framework, it’s a hands-on, interactive toolkit to help you navigate your conversation in real time, identifying where you are within a discussion or negotiation. Through role play, feedback techniques and real-world application, we help teams:
Resolve conflicts with confidence and respect
Give and receive feedback without losing face
Improve virtual and in-person communication
Address sensitive topics without creating tension
Especially in Thai workplaces, where harmony is valued, C4 Dialogue Navigator® offers a respectful and structured way to navigate feedback and disagreement, without abandoning cultural nuance.
Cultures That Grow, Not Just Get Along
As organisations across Asia face fast change and growing complexity, they need cultures that can have tough conversations, not just polite ones. Building that capacity takes more than good intentions, it requires tools, trust and regular practice.
Conflict isn’t a threat to culture. When done well, it’s the very thing that helps it thrive.
Want to build a culture where feedback flows, conflict is constructive and conversations create clarity, not confusion?
To discover the C4 Dialogue Navigator® or book a Dialogue Workshop for your team:
📩 Email Charliew@dramdiff.com
🌐 Learn more about our Inclusive Leadership, team dynamics and dialogue masterclasses at dramdiff.com
Sources:
Beck, J. & Carney, T. (2025). Why Constructive Conflict Is Key to Thriving Workplaces. Wiley Workplace Intelligence.
Cultural insight on Kreng Jai from common Thai workplace practices and cross-cultural studies.