I know that we're all supposed to like it, because it helps us grow, but I think for the most part it's BS, especially at Amazon. Even if you're working your ass off and consistently delivering awesome results, it seems that managers are trained to always give you a bit of negative feedback from time to time, in order to keep you from getting too confident (like people do in abusive relationships). I think this is a stupid approach because tenured tech workers know how valuable we are in the industry, and are generally already trying to improve ourselves in as many ways as possible, and recruiters are constantly knocking on our doors. Managers, be aware that your top performers are always just one or two negative interactions away from leaving. If I've just worked an 80-hour week and you nag at me about some random minor thing, I can guarantee you it is not going to be received well! Studies consistently show that people are motivated much more by praise than by criticism. Unless they're some Zen master, criticism generally pisses people off, especially if they're working really hard and achieving good results. I just want to clarify that I don't think I'm perfect, I'm constantly striving to improve more and more. I think it's really important for mangers to be mindful of how they approach these kinds of things with their employees. If you identify a genuine potential growth area, then bring it up in a sensitive way. Don't just mention some minor thing for the sake of providing "constructive criticism" when a person is crushing their goals in general. What do y'all think out there? YOE:15 TC:440
Itās in Leadership Principles, how did you miss it?
Lol yes, if it's an LP then I automatically accept it š
Do you think you donāt have room to grow? Isnāt that also your managers job in addition to motivating you? If you donāt need to grow, and you donāt need external feedback, I hope youāre also fine with never leveling up or maybe if you think youāre the essence of perfection you should just ask to become a distinguished engineer immediately? Super short sighted if you do actually want to do things youāre not comfortable doing or could actually be better at. Real top performers are able to call out their flaws and deliberately want to address them. High productivity people who canāt take feedback arenāt good for teams in the long term anyway, arenāt top performers outside of the short-term, and thatās just an ego pit under a glass ceiling of their own making. I get it if your manager sucks at delivering growth feedback well, maybe your manager is a shit communicator or doesnāt have empathy. But this is just the wrong angle and screams of insecurity.
I'm definitely not perfect. Nobody is. I always have room to grow, and I mention that directly in the post ("always trying to improve ourselves in as many ways as possible"). It might be something that's specific to Amazon. Even if you're knocking things out of the park, you will get negative criticism on some random minor thing such as joining more team happy hours, or something like that. I've also been wondering if it's specific to my manager. It seems to always be a negative interaction.
It sounds like your manager/team/company just sucks. Constructive criticism itself is still not a bad thing. Especially in the hands of people who want to see you go beyond your current skill set
It sounds like you hate managers with low EQ, not constructive criticism. I know I kick ass at my job and Iām rewarded for it with $$$ and high review scores ā thatās all the praise I need. I donāt need my boss to also tell me how awesome I am all the time, I need my boss to tell me what I need to focus on to hit that next, higher target. To your point, itās *how* my boss coaches me to improve. Low EQ managers arenāt very good at effective coaching.
I think you hit the nail right on the head here. I think managers need to have the skill to be selective and strategic when providing such feedback. I really feel like mine just always has something to nag about, and it really bugs me.
Most of the time it's BS. The person giving it usually wants something from you and gives it in the form of "feedback" but it's somehow to their benefit. Ex. Manager says to commute accomplishments more but because it makes them look better. I can't remember anyone at work ever giving me advice where there wasn't a self serving angle to it.
Great point, thank you!! šš
I have encountered so much constructive criticism and oft times contradictory with each other from different people. One thing I learnt was that I had to filter some and figure out which parts I want to apply. It's very similar to handling online reviews...you don't take each review personally, but instead find commonalities across reviews to find opportunity areas.
Depends from where it comes. In highly competitive environments like Amazon, some feedbackās intent is to bring you down even if youāre good at what you do: like āyouāre too tactical and donāt think bigā so you gotta take feedback in selectively. I think thatās what it should be to play the game.
āStudies consistently show that people are motivated much more by praise than by criticism.ā Would you share such studies? I would imagine this to be true mostly in countries with low appetite for contradiction and confrontation. On a personal matter, I often ask for only the negative feedbacks. Iām already aware of what Iām doing well, positive feedbacks donāt inform me. Feedbacks are for growing, not being praised. Just a personal opinion though, everyone is different š¤
Can you please provide some examples of criticism that you dont like ? That will help identifying similar situations on personal experience.
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