Civil Service Reforms (18th–19th Century). The Prussian state is famous for pioneering a professional, merit-based civil service. Reforms under Frederick the Great and later administrators emphasized: objectivity and efficiency in evaluating officials; performance-based promotions and appointments, not personal connections; a culture where professional conduct and results mattered more than personal feelings or relationships. Civil servants were expected to perform their duties impartially, and feedback on their work was formal, standardized, and focused strictly on results.
Diane Krueger
mobil. Magazine of the German Rail. December 2017. An interview with the actor Diane Krüger. Question: “Colleagues for your earlier years claim that you were extremely ambitious. Is it true?”
Krüger: “When I was a little girl my mother never said to me: ‘You’re the best, the greatest, the most beautiful’. Instead all she ever said was: ‘Work harder. You can do better.'”
Lobgeiz
Lobgeiz. There is no such word in German. It is a creation out of Lob, praise and Geiz, stinginess. An unwillingness to give praise where it has been earned. The Germans can be long on criticism and very short on praise.
Nicht geschimpft, ist genug gelobt translates into “Not criticized is praise enough.” Or perhaps the scanty praise they give is enough for the Germans. They are certainly not lacking in self-esteem, motivation, ambition or drive.
The Germans speak of the happy filter in the U.S. Happy filter? Each time results are reported upwards in an American organization they become more positive, with the goal of keeping the higher-ups in the hierarchy happy. It can become a kind of incrementally inflated euphoria. Self-intoxicating. A step-by-step distancing from a sober assessment of reality. “Don’t worry. Be Happy.“
Avoid Envy
German managers are careful not praise too often for fear that some team members could feel disadvantaged. Praise of a team member can quickly lead to envy, which in turn threatens team cohesion. A bonus awarded for good performance often leads to other team members claiming unfairness.
Furthermore, Germans do not feel comfortable working in an atmosphere of peer competition. German top performers would rather do without the praise and the bonus in order to safeguard a cooperative working relationship with their colleagues.
Envy: irritation, anger in response to the success of others; to crave for, to want what the other has in terms of material wealth, status, good health, attractive physical appearance.
Germans also believe that success of a team is often difficult to attribute to the performance of certain members. Praise in front of the team or any kind of reward can lead to an embittered discussion about how performance is defined and measured. Germans believe that it is too easy to mistakenly praise one colleague for work results produced by another. A feeling of unfairness, of injustice can arise quickly.
„How are you?“
When it comes to using highly complimentary words the Germans are very reserved. Excellent, brilliant, great are words seldom heard. When asked „How are you?“, the Germans rarely respond with the equivalent of great, super, fantastic. For them everything could be better, can be improved. Germans avoid any form of exaggeration. If anything they will exaggerate in the negative.
Jemanden auf den Arm nehmen. Literally to take someone by the arm: to lie, cheat, fool, trick. Because children can be taken by the arm and led astray due to their naiveté.
Sensationell. Sensational. Stefan Raab, Germany‘s most popular tv-entertainer, has made the use of the term acceptable in Germany by using it an ironic sense. Sensationell are those people, things, events which are implausible, laughable, ridiculous.
Hochstapler. A person who lies about their background, abilities, achievements in order to gain respect, position or advantage. Hoch, high. Stapeln, to load up or stack. A Gabelstapler, is a forklift. Gabel, fork.
Marcel Reich-Ranicki
German literature, film and theater critics are particularly critical. They view everything with skepsis and are therefore considered by Germans – a skeptical people in general – to be more serious, more reliable. One German literature critic labeled a new novel the most impressive of the year, but still gave it four out of a possible five stars.
Marcel Reich-Ranicki was considered the most influential literature critic in today‘s Germany. He was known to tear apart the works of contemporary German writers both in his written critiques and on his television show. Active until 92 years of age Reich-Ranicki remained the most read critic in Germany precisely because of his very high standards of excellence.
Thirty minutes of Reich-Ranicki criticizing books.
“Always room for improvement”
The political barometer of the German television station ZDF regularly gauges the country’s political sentiments. As a part of this, the country’s top ten politicians are shown with their approval ratings. The scale ranges from -5 to 5.
In July 2014, the political barometer was titled “After the World Championship: Angela Merkel sees highest approval ratings.” This clearly meant that amongst the persons polled, Angela Merkel, with a score of 2.8 took first place amongst the most important politicians.
2.8 out of a possible best of 5.0 points demonstrates how deflationary grades are given in Germany, even when one is quite satisfied with the overall performance.
As the Germans like to say: “Es gibt immer Luft nach oben” – “There is always room for improvement”.
German law school top honors
The grading system of German law schools is a discipline of its own. In total there are 18 points. Every three points are equal to one grade level (like a letter grade). Law schools, in addition to the usual levels of very good, good, satisfactory, acceptable, inadequate, and insufficient, also use the level entirely satisfactory.
Those who receive the grades of very good, good, or entirely satisfactory on their certification exam (comparable to the bar exam) graduate with distinction. A minimum of four points are required to pass the exam, and only 15% of students receive a score higher than eight.
To receive all eighteen points would give you a grade of very good plus. This practically never happens, becoming very clear when a lot of fuss is made over someone receiving a very good grade.
For example, Sonja Pelikan in 2010. She received 16.08 points, which was even worth an interview by a major German newspaper (Wie schafft man 16 Punkte? Süddeutsche Zeitung, May 10th, 2010).
Or Stefan Thönissen who was interviewed by the Baden news, because he received an evaluation of very good on his exam. The article emphasized: “In the field of law, 18 points is the magical maximum score, essentially unattainable.”
But why would one introduce a grading-scale in which it is impossible to reach the highest grade? Perhaps to convey the message: “It is always possible to do a little bit better, so put some effort into it!” Perhaps to keep the others “grounded to the facts”. Because nothing is worse than considering one’s self to be better than one really is.
„If you can‘t say anything positive”
Euphemism: The substitution of an agreeable or inoffensive expression for one that may offend or suggest something unpleasant: eliminate for kill; suboptimal for below standard; interesting for bad; issue or challenge for problem; career change, early retirement opportunity, career transition, involuntarily separation for being fired;
economically disadvantaged for poor; temporary negative cash flow for broke; substandard housing or economically depressed neighborhood for slum; collateral damage for deaths of women and children and old people; pre-owned vehicle for used car; adult beverages for alcohol.
Almost every American has at some point in their lives heard the statement „If you can‘t say anything positive, don‘t say anything at all.“ Americans are careful about giving negative feedback. Charles Schwab has been quoted: “I have yet to find the man, however exalted his station, who did not better work and put forth greater effort under a spirit of approval than under a spirit of criticism.”
Criticism in Front of Colleagues
Criticism of an individual team member in the presence of the team is an accepted way in which Germans make that individual aware of a weakness or reoccuring error and request that it be addressed. Not only management, but also colleagues, are authorized – and expected – to voice open criticism, to point out what is not working. This kind of open criticism is not considered to be negative.
Open criticism of colleagues is considered negative, however, if it is not aimed at improving performance, but instead in gaining advantage within the team at the expense of that individual colleague.
rügen. To upbraid, to criticize, to admonish; to point out a weakness or failure; to set someone straight.
Jemanden zur Schnecke machen. Figuratively to make some into a snail. To complain to and about someone, to put down harshly, to set someone straight in a direct and harsh way.
Discretion. To hold something private, secret; to be entrusted; to be tactful, considerate, reserved; not pushy.
Pranger. Pillory. A stone column located in the middle of the village to which individuals are chained for a period of time as a form of punishment for a petty crime. Townspeople would often slap or hit them, throw trash at them, or otherwise humiliate them. To put someone on the Pranger means to criticize, even embarrass them in front of the organization.