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One thing to add is that most of us are terrible at giving feedback; most feedback is typically wrong, vague, or insensitive.

The trouble is that those who are less practiced at giving feedback are usually the worst at giving it, which leads to a downward spiral of not giving feedback.

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Yeah, I’d still say it’s managements responsibility to both make people comfortable with providing candid feedback, and to find the value in poorly delivered feedback. If somebody is complaining about something, they will have a reason for doing so, even if they can’t articulate very well. Figuring out how to understand a team members grievances is a managers responsibility. If this sort of thing isn’t happening in a particular workplace, it’s a failure of management primarily.

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