Up in the Air (2009). This film centers on a corporate downsizer (George Clooney) whose job is to fire employees. It poignantly explores the emotional vulnerability of those receiving such feedback and the human side of corporate decisions, emphasizing how feedback – especially negative – deeply affects individuals’ lives and emotions.
Strengthen their bond
hralliancedc(dot)org. January 21, 2015. A blogpost: Feedback: Its All Personal and Why That Matters.
Performance Reviews. “There aren’t many scheduled professional activities that can generate such an array of feelings for managers and employees alike…. Regardless of how one feels prior to and after receiving feedback, one thing is certain: Feedback is always personal.
Conventional wisdom and typical management training try to remove the personal aspect of feedback, even encouraging us to not take feedback personally. Nothing could be further from the truth.
Done well, the performance review is an opportunity for the manager and the employee to strengthen their bond, to commit to working on themselves individually and together, to continue to strive toward desired results.
homeless salesman
In Pursuit of Happyness (2006). Based on a true story, this film shows the struggles of a homeless salesman (Will Smith) who faces constant challenges and feedback on his performance. The emotional resilience required to process and grow from feedback is a central theme, illustrating the personal impact of professional evaluation.
Captain Holt
Brooklyn Nine-Nine. Context: Police procedural comedy. Illustration: Captain Holt’s feedback, while often deadpan, is ultimately personal and supportive, and the show frequently explores how praise, criticism, and mentorship affect the officers’ confidence and relationships.
Praise properly
The February 2015 edition of the magazine Deutsch Perfekt, published by Spotlight, whose target audience consists of people interested in learning German, contained an article dedicated to the topic of praise in the workplace:
“Praising appropriately: It is clear that praise is an important aspect of a team which works together well. So how can one give more praise in the German everyday workplace, and still be taken seriously?
In Germany, praise is something special. Great praise is not given for small deeds. Positive feedback is only given when something was truly good – differently from many other cultures.
Many foreign co-workers quickly become aware of how little praise is given during everyday life in Germany. What is interesting, however, is that the majority of Germans who were surveyed also stated that they received too little praise at their place of work.
However, if too much praise is given, the one being praised can quickly becomes distrustful of the statements. If Germans are not themselves convinced that they have done something special, but still receive praise, it is not credible to them. In such cases, Germans will simply not take the praise seriously.
For this reason you should formulate your praise precisely: What was good? Why did you like it? Praise (like criticism) should always be concrete and specific. In this way, it becomes more understandable to the recipient.”
protect feelings
“Let’s put a positive spin on it.” Meaning: Even when giving negative feedback, Americans often try to frame it positively to protect the individual’s feelings.
“Say that we’re good.”
In February 2015 Reimund Neugebauer was interviewed. He is the Head of the Fraunhofer Institutes in Germany: 66 research locations, 24,000 employees and an annual budget of 2 billion Euros.
Neugebauer was asked whether German technical and industrial innovation was weakening. His response: Not at all. Germany’s innovativeness secures the country’s prosperity. Fifty percent of all so-called hidden champions (little-known global market leaders in their fields) are located in Germany. Mittelstand companies, said Neugebauer, are simply very modest.
Neugebauer recalled giving a speech at a company anniversary and deservedly praised the firm. “After me, the owner took the stage and said he felt like clarifying something, saying that the company was just one of many and that everyone in the room was good at what they did.
He was worried that the praise would not be well received. That’s so typical! In a way, I like this modesty, too. But we also have to be able to say that we’re good. Germany wouldn’t be the world’s No. 1 exporter of research-intensive goods if we had constantly missed the boat on innovations.”
Focus on Weaknesses
In feedback discussions the Germans focus on what isn‘t working. This is a shared logic. Both team lead and team members address primarily weaknesses. The Germans waste little time discussing what is working, instead taking direct aim at deficits.
This problem-orientation is considered positive, constructive and future-oriented. It is a proven approach to assessing suboptimal work results and laying the foundation for improvement. Germans are very pragmatic about reducing mistakes. They often say: „That was good work, but ….“
Every German hears at a young age the statement: Selbsterkenntnis ist der erste Schritt zur Besserung, self-critique is the first step towards improvement. Critique of others and of oneself is legitimate and necessary in order to improve. Germans believe that the individual needs first to admit their own weaknesses before being able to eliminate them.
Continuing Education
The Germans consider education, and continuing education, to be the foundation of their economy. Their companies, large and small, set aside generous budgets to continuously broaden and deepen the skill sets of their employees.
Training organizations, management consultants, subject area experts all market their expertise in helping companies to reduce errors and to optimize work processes. The key from the German perspective is anticipating and preventing problems.
Roughly 45% of all German employees participate in continuing education sponsored by their employer. 25% of those programs run for several months. 60% of all continuing education in Germany takes place within companies. The Germans are keenly aware of the important role knowledge and skills play in their economic future.
“Whattya want from me?”
The 2014 Soccer World Championship. Prelims. Germany vs. Algeria. It’s a nerve wracking game, but in the end Germany wins 2:1. It was a tough game for the German team, but in the end they prevailed. Grounds to celebrate, one would think.
Boris Büchler, however, the ZDF television reporter who interviewed center back Per Mertesacker directly after the game, saw things differently. After a short “congratulations” he went straight to his criticisms: “What made the German players so sluggish and vulnerable?”
Mertesacker, already slightly annoyed, emphatically stated that the victory is all that matters: “I don’t give a ****. We’re in the final eight and that’s what counts.”
But Büchler won’t back down: “But this cannot possibly be the level of playing at which you expected to enter the quarter-final? I think the need for improvement must be clear to you as well.”
Mertesacker can no longer keep his cool: “What do you want from me? What do you want, right now, immediately after the game? I don’t understand.” But Büchler stays firm, and repeats his criticism: “Firstly, I congratulate you, and then I wanted to ask why the defensive plays and turnovers did not go as well as one would have liked. That’s all.”
Mertesacker: “Do you think think there is a carnival-troupe (meaning a bunch of clowns) amongst the final 16 teams or something? They made it really hard for us for 120 minutes, and we fought until the very end to prove ourselves. It was a real back-and forth Of course we allowed a lot from them. But in the end our victory was well deserved…”
Mertesacker once again emphasizes how the German team won, in spite of his concession that not everything went as one might have hoped.
But not even this was enough for Büchler: “An absolute show of strength. A high-power performance. Do you think that we will see the same sort of wow-effects again that we saw in the 2010 World Championship, so that the team’s game will improve?”
Mertesacker: “What do you want? Do you want a successful World Championship, or should we just step down and call it a game already? I just don’t understand all of these questions.”
Germany won 2:1. But there will always be something left to criticize. In this case: Just because you won does not mean that you played the game well.
[embedyt] https://www.youtube.com/watch?v=bMJJMpufE2g[/embedyt]