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This applies to peer feedback as well. Every few months we have to choose peers to evaluate us (not anonymously) and vice versa and the official peer feedback f

This applies to peer feedback as well. Every few months we have to choose peers to evaluate us (not anonymously) and vice versa and the official peer feedback forms always ask for feedback on how the peer could improve. Real feedback isn't provided. You always have to come up with both positive and negative feedback. And obviously nobody wants to be an ass, so the negative feedback is extremely muted or some fake ideas for development are provided. I just want to tell someone and their manager how good a job they did, or in some rare cases help identify issues. It seems like a farce, really. I also had quarters in which I got glowing peer reviews where folks declined to fill in the development piece, and my very off hands manager came up with some made up generic negative feedback for me that did not come up before.

Viliam1234 5y ago
> Every few months we have to [...] come up with both positive and negative feedback. I hate this so much! The company has decided that my colleagues deserve negative feedback for their work (why? no reason at all, just to remind them of their place I guess), but I am the one who is told to make up some and deliver it to them. Fuck no! How about you play your crazy mind games yourself. Next time, will you also ask me to spit in their faces? So my "negative feedback" is usually of the type: works too hard, or cares about the project too much. The real reason for this forced negative feedback is probably to give managers some material to quote when your colleague will ask for a raise, so they don't even have to bother making up the reason for rejection themselves. As a bonus, if the colleague knows that you wrote the part they quoted, it makes you the bad guy, not the company. Are these new trends in company management modelled after abusive relatioships? Or is this just the natural behavior of people who are born to be bosses?
- kayodelycaon 5y ago
  If I had to guess, it’s because the people in charge care more about short-term targets than they care about the company or its people. Those in power abusing the people under them has been a human flaw since the beginning of history.
tomasdore 5y ago
This should be easy to fix with a lorem ipsum generator for feedback that generates rambling paragraphs that are not obviously completely lacking in syntax. Eventually the reader will give up. Something about communication skills would do fine, as long as it's sufficiently indecipherable. Just keep opening clauses and rarely closing them. "While you are well-known as an excellent worker, sometimes those who are not engaged on the same workflows will, notwithstanding their own excellent and well-known communication skills, find it still time-consuming, if not time-inefficient, to reconfigure your updates into modes that are more familiar within their own teams' communications styles, thus necessitating an extra step of interpretation, that many, if not most, would be unwilling, or unable, to provide, at least within the timeframe that would accommodate both their own project and yours, as well as the percentages of their own workdays, and yours, that they can usefully devote, on a regular basis, to a teasing out, or a finessing, for a fuller understanding, such as you and they can both agree, as to what the final product, or product at any given stage of a deliverable, might contribute, both to the end-goals of their team and yours, balanced against the novel, or at least additional, requirements that would be entailed, or at least implied, if they were to adopt, or afford options for integrating with, the...

Viliam1234 5y ago

> Every few months we have to [...] come up with both positive and negative feedback. I hate this so much! The company has decided that my colleagues deserve negative feedback for their work (why? no reason at all, just to remind them of their place I guess), but I am the one who is told to make up some and deliver it to them. Fuck no! How about you play your crazy mind games yourself. Next time, will you also ask me to spit in their faces? So my "negative feedback" is usually of the type: works too hard, or cares about the project too much. The real reason for this forced negative feedback is probably to give managers some material to quote when your colleague will ask for a raise, so they don't even have to bother making up the reason for rejection themselves. As a bonus, if the colleague knows that you wrote the part they quoted, it makes you the bad guy, not the company. Are these new trends in company management modelled after abusive relatioships? Or is this just the natural behavior of people who are born to be bosses?

kayodelycaon 5y ago
If I had to guess, it’s because the people in charge care more about short-term targets than they care about the company or its people. Those in power abusing the people under them has been a human flaw since the beginning of history.

tomasdore 5y ago

This should be easy to fix with a lorem ipsum generator for feedback that generates rambling paragraphs that are not obviously completely lacking in syntax. Eventually the reader will give up. Something about communication skills would do fine, as long as it's sufficiently indecipherable. Just keep opening clauses and rarely closing them. "While you are well-known as an excellent worker, sometimes those who are not engaged on the same workflows will, notwithstanding their own excellent and well-known communication skills, find it still time-consuming, if not time-inefficient, to reconfigure your updates into modes that are more familiar within their own teams' communications styles, thus necessitating an extra step of interpretation, that many, if not most, would be unwilling, or unable, to provide, at least within the timeframe that would accommodate both their own project and yours, as well as the percentages of their own workdays, and yours, that they can usefully devote, on a regular basis, to a teasing out, or a finessing, for a fuller understanding, such as you and they can both agree, as to what the final product, or product at any given stage of a deliverable, might contribute, both to the end-goals of their team and yours, balanced against the novel, or at least additional, requirements that would be entailed, or at least implied, if they were to adopt, or afford options for integrating with, the...