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The problem with "feedback" is that it's usually one-directional and doesn't foster discourse. And this article basically says the opposite - just tell someone
by bryanmgreen 7y ago
The problem with "feedback" is that it's usually one-directional and doesn't foster discourse. And this article basically says the opposite - just tell someone their weakness flat out. That's very callous.
Feedback generally works best when it also provides a solution and preferably is outcome-orientated and not a judgement about personal character or performance.
If you really feel an urgent need to tell someone what you think of them, don't think of it as "giving feedback" but as "a teaching moment" and show them a different way.
- porknubbins 7y agoMy problem with feedback having been the giver and receiver is that both sides are supposed to pretend the giver had this omniscient viewpoint to judge all employees’ work and the employee has to politely take into consideration these judgements. In reality its a charade at best or demoralizing at worst.
- rexer 7y agoThis is why discourse is so important, to be able to ask for clarification on the context and scope of the feedback.
- loopz 7y agoEverything a manager does should be based on discourse. If something needs to be adressed, start off by politely asking. Bad managers are all those who start off providing ready-made solutions and prescriptions. Basically orders from above shuts down critical free-thinking. These ignorants are terrible leaders that should not have the positions they now enjoy as privilege, not as responsibility. This is also working advice for everybody else as well, wether you are leader or not: How else would you trick out minutia or get people to think for themselves how the solution should evolve?