Earlier quoted context omitted.
> So, in the end, people just started giving the best possible feedback regardless of the team or manager performance. That seems to be the best possible strategy for any feedback you have to give as a captive audience? Reminds me of the feedback German companies are forced to give about their employees. It's like a formal letter of reference, but you can and will be sued if you you anything negative. Consequences ar…
> That seems to be the best possible strategy for any feedback you have to give as a captive audience? It is, but at that point why even have that bureaucratic process that achieves exactly nothing? Of course, I understand that being able to pat yourself on the back and concluding with statements like "Leadership is truly connected with its employees, keeping in touch every day through questions about improving the w…
Well, I was talking about the best strategy from the captive audience's point of view. You are now asking about the strategy for the captor.
Going a bit beyond: getting honest feedback out of subordinates is a hard problem! Both formally and informally. That was always a big concern on my mind as a manager.