Real, genuine, useful feedback takes time and effort to think about, summarize, and deliver in the right way. It takes thinking about what you observed about t

Real, genuine, useful feedback takes time and effort to think about, summarize, and deliver in the right way. It takes thinking about what you observed about the person, when you observed it, and what you would like them to change to improve. Think about how long that takes to do correctly. We take the time and effort to do this for people we care about, and not those we're never going to see again (unless you're just letting off steam yelling at someone in traffic). That's why at work, if someone gives you feedback, you should value it as they see you as someone worth correcting / giving feedback to. If you're getting no feedback, you might start to worry that you're not someone worth taking the time to give feedback to. That's why companies and people don't bother giving feedback. Until you turn into someone they care about, what benefit would there be to them to spend resources to do this? And with uncertain reaction from the person (as pointed out by many stories here)? So that's why, if you really want meaningful feedback it's a challenge to find -- you have to pay someone to do it (which is hard, because casual acquaintances don't know your deeper job-related behavior or performance), someone close to you (which is hard, because it's not easy to give friends honesty), or someone who has the time and interest to do it (rare to find). Or you have to be in a company where this is part of the culture (rare).