When giving feedback to British colleagues, focus on improvement rather than judgment. Don’t just say something is wrong—show what would make it right. Don’t render general verdict—identify specific issues and how to address them. Frame criticism as guidance for the future rather than judgment of the past.
This orientation makes feedback easier to deliver and receive. It transforms the relationship from judge-and-accused into guide-and-learner. It provides a path forward rather than just pointing to failure. British feedback culture expects this developmental framing—criticism that simply condemns without showing improvement is seen as unhelpful at best, gratuitously harsh at worst. Your feedback should demonstrate that you understand what was attempted, show specifically where it fell short, and indicate what success would look like.
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