Performance
Germany
Germans separate the personal from the professional. Feedback, both formal and informal, addresses performance only. It is given in a neutral and unemotional way. Feedback, whether positive or negative, is not meant personally. Patterns
United States
Americans link the personal with the professional. Feedback addresses primarily performance, but takes into consideration how it will be received. Feedback on one’s work is feedback on that individual. It is by its very nature personal. Patterns
Praise
Germany
Germans give praise in direct connection with factually demonstrated performance. Praise in front of the team is seldom, however. Official awards are rare, for they could lead to envy and thus undermine team cohesion. Patterns
United States
Americans see themselves as positive thinkers, motivators, self-motivators. It is a sign of leadership to seek out reasons to praise. In fact, praise is most instrumental when an individual or entire team is struggling, experiencing defeat and self-doubt. Patterns
Criticism
Germany
Germans focus on reducing errors. When providing feedback they concentrate on weaknesses, on what is not working. Germans address weaknesses directly, openly and in a neutral, matter-of-fact way. Patterns
United States
Americans focus less on reducing errors, more on reinforcing what leads to good results. When giving feedback Americans concentrate on strengths. Critique is communicated in a carefully worded way. Patterns
Discretion
Germany
Sensitive feedback discussions in Germany are often done in one-to-one talks. There are situations, however, when Germans openly criticize a colleague in the presence of the team. This is not necessarily seen as unfair to that individual, instead as imperative in order to “get issues on the table.” Patterns
United States
Sensitive feedback discussions in the U.S. business context are almost always done in one-to-one talks. Discretion is highly important, especially when the feedback is negative. There is very low tolerance for open criticism of colleagues in the presence of the team. Patterns
Scores
Germany
Germans believe that feedback scores are most effective when they are accurate and realistic. When in doubt, Germans are deflationary. The school grading system is: 1 is sehr gut (very good); 2 is gut (good); 3 is befriedigend (satisfactory); 4 is ausreichend (sufficient); 5 is mangelhaft (insufficient); F is ungenügend (failed). Patterns
United States
Feedback scores are most effective when they are accurate and realistic enough, but also motivating. When in doubt, Americans are inflationary. The school grading system is: A is excellent; B is very good; C is good; D is unsatisfactory; F is failure. Patterns
