What Is It Like to Work with Latinos vs. Gringos? How to Bridge the Gap

Let’s be real—Latin American work culture is all about warmth, community, and relationships. People here are deeply connected to their work’s mission and vision, and that passion spills over into their approach to teamwork and collective goals. It’s more than just a job; it’s about being part of something bigger.

Now, when you look at North American work culture, it’s more about efficiency, autonomy, and results. It’s all about getting the job done quickly and effectively, with a clear focus on individual responsibility. The structure is often flatter, which means open communication is encouraged, and people are direct. It’s a system that thrives on productivity and independence.

But here’s the thing: we can’t just box these cultures into stereotypes. I’ve learned from Maria Paula that it’s important not to see Latinos as overly emotional or Gringos as too cold and detached. Both cultures have their strengths and weaknesses. The key is to recognize these differences and use them to our advantage.

How do we bridge the gap? It’s about understanding the strengths and challenges of each culture and finding the right mix. Let’s break down both sides of each work culture:

Adaptability and resilience in LatAm

LatAm professionals are incredibly adaptable. They’re used to navigating constant change and uncertainty, which makes them resourceful and able to do a lot with very little. This is gold in fast-paced, startup environments where the ability to pivot quickly is crucial.

But, the hierarchical structure in many LatAm workplaces can sometimes make people hesitant to speak up or take initiative. That’s where leadership comes in. We need to create an environment that encourages LatAm employees to take ownership of their work and feel confident in making decisions.

Efficiency and autonomy in the U.S.

North American professionals thrive in environments that prioritize efficiency and autonomy. They’re used to clear role definitions and a straightforward, results-oriented approach. This can lead to faster decision-making and a more streamlined workflow, especially in time-sensitive industries.

However, there’s a flip side to this too. The focus on efficiency can sometimes come at the expense of team cohesion and interpersonal relationships. While U.S. teams are often great at hitting their goals, they might not always foster the same sense of community that’s prevalent in LatAm teams. Incorporating some of that relational aspect from LatAm culture can help build stronger, more supportive teams.

Leading a team that spans different cultures isn’t easy, but it’s definitely rewarding. Here are some strategies that have worked well for us at Lupa:

Tailor Your Communication Style

Communication is where cultural differences really show up. In Latin America, people tend to prefer high-context communication—messages rich with background and nuance. It’s about reading between the lines and picking up on unspoken cues. This contrasts with the low-context style in the U.S., where communication is direct and straight to the point.

Edward T. Hall’s theory on this is spot-on: in high-context cultures like Latin America, much of the meaning comes from the context and relationships, while in low-context cultures like the U.S., the words themselves carry the message.

When working with LatAm teams, I’ve learned that providing more context and background helps avoid misunderstandings and makes everyone feel more involved. Conversely, with North American teams, it’s better to be concise and direct, focusing on the key points to ensure clarity.

Encourage Open Dialogue and Participation

Another challenge in managing LatAm teams is overcoming the hierarchical mindset that can make employees hesitant to speak up. Maria Paula has been instrumental in helping us create spaces where LatAm employees feel comfortable sharing their ideas. We’ve made it clear that everyone’s voice matters, regardless of their position.

In the U.S., where employees are generally more accustomed to speaking their minds, the challenge is often ensuring that the conversation remains constructive. It’s about fostering a culture of respectful dialogue where different perspectives are valued, and the focus is on finding solutions rather than just pointing out problems.

Balance Feedback with Sensitivity

Feedback is another area where cultural differences can come into play. In the U.S., feedback tends to be more direct and less personal. Managers often give blunt criticism, expecting employees to take it in stride and focus on improvement.

In Latin America, however, feedback is often delivered with more sensitivity to the employee’s feelings. People tend to take criticism more personally, so it’s important to frame feedback in a way that’s constructive and supportive. This doesn’t mean avoiding difficult conversations but rather approaching them with empathy and balancing criticism with positive reinforcement.

Foster a Culture of Decision-Making

Decision-making is another area where cultural differences can be both a challenge and an opportunity. In the U.S., employees are encouraged to make decisions quickly and independently, with the understanding that mistakes are a natural part of the learning process. This “fail fast” mentality is key to innovation and progress.

In Latin America, however, the fear of making mistakes can sometimes hold people back from taking decisive action. It’s important to create a culture that encourages risk-taking and views mistakes as opportunities for growth. By empowering LatAm employees to make decisions and take ownership of their work, we can help them develop the confidence and initiative needed to succeed in today’s fast-paced business world.

Despite the differences between LatAm and U.S. work cultures, there are many shared values that can serve as a foundation for building strong, cohesive teams. One of the most important is the value placed on hard work and ambition. Both cultures admire people who are driven, who strive to improve themselves, and who are committed to achieving their goals.

An additional shared value we have is the importance of family and community. Whether it’s the close-knit bonds of a Latin American family or the emphasis on work-life balance in the U.S., both cultures recognize the importance of supporting each other and building strong relationships. At Lupa, we strive to create a work environment where people feel valued not just as employees, but as individuals.

Finally, there’s a shared entrepreneurial spirit that drives both LatAm and U.S. professionals. Whether it’s the “American Dream” or the “Paisa mentality” in Medellín, there’s a common belief in the power of hard work and determination to create a better future. This entrepreneurial mindset is something we see in our teams every day, and it’s a key factor in our success as a company.

Leading cross-cultural teams can be tough, but it’s also really rewarding. By blending the strengths of LatAm and U.S. work cultures, we create teams that are both collaborative and innovative. At Lupa, I’m a big believer in the power of diversity and always learning from each other. If you’re interested in how this could work for your team, I’d be happy to chat and help out.