Bosses Who Give Feedback Like Cats
Incompetent bosses give feedback like a cat coughs up a hairball.
How to Give Ridiculous Feedback
#1. Give Tumbleweed Compliments:
Blow through the room with vague praise: “You’re doing good. What is it you do again?”
Treat people like an afterthought or an inconvenience.
#2. Use the Feedback Sandwich
Start with a compliment. Slide in criticism. End with fluff. The feedback sandwich is full of bologna. You waste affirmations and dilute feedback.
Let praise stand on its own. Same for critique.
#3. Beat Around the Bush
Burn up minutes warming up. Squeeze in weak feedback. Leave no time for a path forward.
Spend more time crafting development plans than dodging honesty.
#4. The Accidental Roast
“That report was not as bad as usual.”
You meant to encourage. They feel burned.
#5. Predict a Vague Apocalypse
“Things aren’t looking good. You need to elevate our game.”
What game? What’s not good? Are we talking about effort, attitude, or office ping pong?
#6. Fire Up the Fog Machine
“I’ve heard concerns. Can’t say who. Or what. Or when.”
Nothing kills morale faster than mystery complaints from someone you work with.
#7. Deliver an Inspirational Jab
“You have so much potential. You’re just not living up to it.”
Thank you for pointing out my untapped greatness. And punching me in the face.
Bottom Line:
Incompetent bosses give feedback that’s vague, late, or buried in fluff.
Pro Tip: Do the opposite. Be clear. Be curious. Be kind.
And for heaven’s sake, remember a boss’s words drop like hammers.
Read this to improve your feedback: How Powerful Feedback Really Works
What’s the worst feedback you have received?
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I heard some feedback about you, Dan, that some didn’t like what you wrote a while back. Gonna need you to step up your game.
Preciate’cha,
Concern Reader
Well that’s helpful! 🙂 Thanks Lance.
Loved the article today! I thought you nailed especially the feedback sandwich. I’ve been coaching people for years to not do that. Thanks for what you do.
Cheers,
Lance
I appreciate your insightful participation, Lance. And it’s always fun when someone agrees with me. Cheers
You know, when I first started in management in the early 2000s, the feedback sandwich was actually taught and encouraged. This was about the same time I was taught that people should never get a 5/5 on their performance evals because “there is always room for improvement.” Therefore, I did that very thing for several years. I now find the thought of it to be like nails on a chalkboard. And…”The Fog Machine” is used under the guise of protecting anonymity, but it is actually just someone being a chicken, whether it is me or the person who raised the “concern.”
Powerful! Thanks Matt. We should practice humility because we learn new things and change our minds.
Dear Dan,
Bosses with no information or updates goof up while talking to the subordinates. It’s a blind stroke which surprises subordinates and sometimes hurtful. Pulling up the staff in an unprofessional way does more of harm and disturbs emotions.
Thanks for your insight, Dr. Asher. Good seeing you today.
I’ve heard concerns….is simply gossip. It needs to stop. Leadership should never carry that forward. Without specifics, there’s nothing to talk about.
Nailed it, Pete. Leaders who dignify gossip promote gossiping.
What do you call positive feedback for 5 years and then dropping a Performance Improvement Plan out of no where with 10 different complaints?
Any time a person is surprised by a performance plan, management failed. Deal with issues before they explode. If it’s you, Heather, you have my condolences. Having said that, if some of the issues are legit, it’s worth it to improve.