Feedback? Just say: No, thanks!
Why feedback can be harmful.
In almost all companies, a feedback culture is cultivated. Feedback has a reputation for improving performance, so it’s built-in as standard after workshops, training, and meetings, for example. Of course, regular peer feedback and 360-degree feedback with the boss are not to be missed. As early as the hiring process, applicants are screened for their ability to provide feedback.
Feedback has almost become a cult. There are fixed forms, rites, places, times for feedback, and the staff is committed to feedback.
But is feedback as useful and helpful as its reputation?
Do you know the typical request at the end of an event: “I would be happy if everyone briefly said how they found it today”? My opinion on this: It could hardly be worse. Why do I see it that way? What’s wrong with it? You’d like to know what people thought!
But before I get into that, let’s look at a type of feedback that is even worse: unsolicited feedback. It comes as a surprise and usually sneaks up on you. At the end of an event, such as a workshop, you’re packing up your things, and suddenly someone is standing next to you asking: “Can I give you feedback on your workshop?” My response to that is: “No, thank you!” Does that seem rude to you? In fact, it’s very friendly…
