The elephant in the room with this article is that it is based on the presumption that people *will* give feedback and so discusses the next step- recommendatio

The elephant in the room with this article is that it is based on the presumption that people *will* give feedback and so discusses the next step- recommendations for how best to do so. In my experience the bigger problem is that *people often don't want to give feedback at all*. I have seen situations more than once where someone was actively seeking feedback as suggested here, e.g. asking their manager at each 1:1 "is there anything else I should know", being told "No concerns" week after week, even receiving compliments from that manager and colleagues on the team on some tasks, and then suddenly (for them at any rate) get a bombard of negative criticism together with an on-the-spot dismissal. We can all make idle comments in response to the above about how "that's not how you should give feedback" or "those employees must have been really awful" but ultimately withholding or avoiding feedback and then delivering it in a catastrophic manner (together with a dismissal to avoid dealing with the consequences) is a thing that happens, even when people are requesting it in an appropriate setting from people with responsibility to provide it.