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Agreed. Criticism intended to effect positive change is akin to uninvited coaching or teaching. If no change is intended, or the recipient is unreceptive, then criticism is pointless and destructive.

Probably the way to ensure positive change is possible before you criticize is to feel out the recipient first. Are they genuinely interested in improving? If they show reluctance or opposition, speak no further. If they truly want to improve and they respect your opinion, they'll persist by asking your advice.

Another circumstance where criticism may have merit is where powerless subordinates discuss the demerits of a case. If they later agree that the case could benefit from improved tactics or by correcting errors, then the means to that end may be worth refining and then sharing with a super-ordinate who has the power to act on it. But if that prospect does not exist, then again, there's no point in being critical.




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