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My problem with feedback having been the giver and receiver is that both sides are supposed to pretend the giver had this omniscient viewpoint to judge all employees’ work and the employee has to politely take into consideration these judgements. In reality its a charade at best or demoralizing at worst.

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This is why discourse is so important, to be able to ask for clarification on the context and scope of the feedback.

Everything a manager does should be based on discourse. If something needs to be adressed, start off by politely asking.

Bad managers are all those who start off providing ready-made solutions and prescriptions. Basically orders from above shuts down critical free-thinking.

These ignorants are terrible leaders that should not have the positions they now enjoy as privilege, not as responsibility.

This is also working advice for everybody else as well, wether you are leader or not:

How else would you trick out minutia or get people to think for themselves how the solution should evolve?

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