Feedback Fallacy

Employees are in need for ongoing, open feedback from their managers but sadly, they aren’t getting it. Many times, feedback is left to a once- or twice-a-year formal meeting. Sometimes managers tip-toe around the pressing issues, hoping the employee will smell the roses — or worse, avoid the elephant in the room altogether, hoping it will all just go away.

Finally, when employees get feedback, it comes in the form of a predictable positive feedback sandwich, or it feels too personally biased and subjective. More often than not, there’s no inherent responsibility to support any long-lasting change.