“value to your manager”

This is a comment on a Wall Street Journal article vom March 17, 2025 entitled: “Job Seekers Hit Wall of Salary Deflation – The salary bump that people who switch jobs used to command has vanished.”

“Going for the money as the big motivator for a job has not been the best personal career choice. Location and challenging work are much better career decision criteria. Constantly providing extra value to your manager and your manager’s managers is always a strong career strategy.”

If you ask most Americans who they work for, they will name their immediate boss. If you ask a German they will name their company. If you ask that German to be more specific they will name the division. Ask further and they will say the department. Rarely would they name their immediate boss or anyone in management.

rapid, imperfect

Apollo 13 (1995). When an oxygen tank explodes on the spacecraft, NASA’s ground team and the astronauts must make a series of rapid, imperfect decisions to bring the crew home safely. The film highlights how quick thinking, adaptability, and the willingness to improvise are valued over waiting for perfect solutions. The mantra “failure is not an option” underscores the urgency and necessity of fast action.

Willy asks Howard

In Death of a Salesman, Willy Loman, a struggling salesman, meets with his boss, Howard Wagner, to ask for a stable position in New York rather than continuing to travel. Willy tries to appeal to Howard’s sense of loyalty and decency, but Howard remains unmoved, focused solely on financial metrics.

Howard embodies a purely transactional, numbers-driven approach. He ignores Willy’s emotional appeals and repeatedly brings the conversation back to business metrics and profitability. Howard’s emphasis on facts, figures, and bottom-line results reflects the American business culture, where personal relationships and sentimentality are secondary to financial performance.

Winner-take-all

In Glengarry Glen Ross (1983), the salesmen at a real estate office are informed of a contest where the top salesman wins a Cadillac, the second-place gets steak knives, and the rest are fired. The announcement is delivered by Blake, a ruthless sales manager. Blake’s pitch is brutal, using fear, financial incentives, and aggressive language to motivate the sales team. The negotiation tactic is clear: produce results or face dire consequences. There is no room for negotiation—only compliance. The focus on competition, high stakes, and a clear winner-take-all mentality encapsulates the American approach to negotiation as a high-pressure, performance-driven endeavor.

“If worse comes to worst . . .”

There are several key phrases that Americans use when making quick, suboptimal decisions. Some of these include:

At the drop of a hat – without any hesitation, instantly; with the slightest provocation. 

Back to the drawing board – when a decision fails and a new one needs to be made. First known use: 1941 in a cartoon in the New Yorker magazine.

Back to square one – when a decisions fails so completely that you have to go back to the beginning and start over.

Cross that bridge when you come to it – deal with a problem when it arises, not before. First known use: 1851 in Henry Wadsworth Longfellow’s The Golden Legend.

If worse comes to worst . . . –  if the worst possible outcome of the bad decision occurs, the person saying it will do whatever he/she says next. First known use: 1596. Example: We’ll put this to market now, and if worse comes to worst we’ll refund our customers’ money.

Rash decision – a decision made without considering all of the details.

Decision-timid

Enscheidungsscheu – literally decision timid. In simple English: afraid to make a decision.

„Mit dem Kopf durch die Wand” – trying to go through the wall with their head. Impatience. „Die Hausaufgaben nicht gemacht” – haven’t done their homework. Aktionismus. Actionism. Cowboy mentality. 

Germans see these as American tendancies, and believe that they are based on a lack of training, technical competence and methodology. “They simply have not learned these things,” is their explanation.

On the other hand, Americans view the German approach as time-consuming and academich-philosophical. German decision making can come across as decoupled from the goal which is to take. Germans, from the American perspective, take subjective factors too little into consideration. Their analysis is too complex, going well beyond the needs for making a decision.

Americans see their German colleagues as overly careful, far too scientific and schematic-tool oriented. They are reluctant to consider input based on experience and common sense.

Germans give the impression of striving to complete the perfect analysis, which in turn should be some kind of guaranty for the perfect, and therefore risk-free, decision. All of these are signs to Americans that their German colleagues in the end are simply afraid to make the tough decisions.

Think first. Then act.

Germans often have the impression that their American colleagues gather too little information before making a decision. Valuable information sources are not tapped into. Comparisons are made “on thin ice.” Early indications based on subjective sources are not questioned critically.

All these reservations go against the German belief in erst denken, dann handeln – think first, then act. For richtig denken – literally right or correct thinking, in the German context means holding down (controlling) the natural impulse to act until the situation has been analyzed and the consequences of actions thought through.

It should be of no surprise, therefore, that Germans often see American analysis as insuffiently stringent. They see a narrow and incomplete focus on only certain aspects of the decision to be made. They fear that the Americans overestimate their ability to do a sauber – clean analysis.

This is underlined by what the Germans believe is an American tendancy to take subjective information too strongly into consideration. They are surprised when their counterparts do not use those tools and standards which have proven to be successful.

In the end Germans see their Americans colleagues as too pragmatic, too inaxact. Insufficient results are accepted too quickly. This is very difficult for Germans to accept as a people which places so much emphasis on avoiding errors via accepted tools and standards, errors which could be the source of a Systemzusammenbruch – literally system collapse. Germans see themselves sliding into danger which can only be stopped through analysis performed twice or even three times over.

Sandwich Method

The sandwich method is describes the American approach to giving negative feedback. Its goal is to communicate criticism in a way which will avoid demotivating the other person. Like a sandwich with a slice a bread on both the top and the bottom, praise is given at the beginning and the end of the feedback talk. In the middle is the substance of the conversation, the points of criticism. Open with praise. Communicate criticism. Close with praise.

Is there anything new about this? Research on the American approach to communicating criticism over the last fifty to one hundred years would probably show that it is not. American ears know to listen carefully after the positive has been said. They listen for the nuances, the terms used, especially the euphemisms. This makes it all the more complex and difficult to understand for non-Americans, regardless of strong their command of the English language.

„You did a fine job.“

Do it right the first time

The (American) Black Forest Family. “Between Jonathan and me, we have 12 years of collective work experience in Germany. And during that time, German work culture has taught us a lot about work values and the atmosphere of employment in Germany, and how different it is from working in the United States.

Some of these are monumental (like parental leave in Germany, work/life balance, and sick leave) and some of them are small nuances (like work habits and break time). But collectively, our experience of working in Germany has made us better employees and strengthened our relationships with our colleagues. Let’s explore them together.”

Jump to 9:40 about: German “do it right the first time” vs. American “just go.”

understand-culture
Privacy Overview

This website uses cookies so that we can provide you with the best user experience possible. Cookie information is stored in your browser and performs functions such as recognising you when you return to our website and helping our team to understand which sections of the website you find most interesting and useful.