>I'd really hate to see how the author of the piece would have reacted to the Russian Managers at the company I'm with at the moment, as the managers certainly don't sugar coat when they're unhappy; it's not abusive, it's just very to the point.
I don't know - he may actually prefer it?
I had a manager who would be polite, indirect, etc when he wanted to criticize me. As a result, he did a really poor job at it and because he felt defensive he felt he had to strategize the whole thing, and it was a waste of company time. I cannot correct his misconceptions because he was so indirect that it wasn't clear what his concerns were, etc.
My other boss: He occasionally has a tantrum and throws F-bombs - borderline shouting. Very scary in the beginning, but overall better. The direct feedback loop works well. And when he's wrong, even if he won't admit it, it is less stressful for me. It's easier when you know someone is wrong than when you don't even know what the person is thinking.
Anyway, to the larger point - a company should invest in coming up with an appropriate methodology for having these conversations. Managers should follow it ("stick to the script"), and employees should be aware of it as well. That way, at least there's no side conversation on how appropriate the feedback was.
I don't know - he may actually prefer it?
I had a manager who would be polite, indirect, etc when he wanted to criticize me. As a result, he did a really poor job at it and because he felt defensive he felt he had to strategize the whole thing, and it was a waste of company time. I cannot correct his misconceptions because he was so indirect that it wasn't clear what his concerns were, etc.
My other boss: He occasionally has a tantrum and throws F-bombs - borderline shouting. Very scary in the beginning, but overall better. The direct feedback loop works well. And when he's wrong, even if he won't admit it, it is less stressful for me. It's easier when you know someone is wrong than when you don't even know what the person is thinking.
Anyway, to the larger point - a company should invest in coming up with an appropriate methodology for having these conversations. Managers should follow it ("stick to the script"), and employees should be aware of it as well. That way, at least there's no side conversation on how appropriate the feedback was.