What do you know about feedback? People usually see it as a part of the communication chain, unaware of the challenges it presents.

Many of us have experienced situations where we've asked our bosses to evaluate a project we've developed, only to receive rudeness or accusations in response. Often, these reactions have nothing to do with us or our work, but are the result of personal issues, such as a fight with a spouse. The accumulation of negative energy and its subsequent outburst on innocent people is just one example of improper feedback.

A positive and constructive feedback culture at work is less common than negative outbursts and the spreading of misinformation. Sometimes, we struggle to concentrate on work because our colleague Karen insists on sharing details about her personal life, even though work is not the appropriate place for such discussions. Our other colleague, Bob, thinks yelling at an intern is effective communication. Neither active nor passive aggression is the proper way to communicate thoughts.

Often, we don't recognize when to give feedback and how to do it appropriately. We may resort to dishonesty, or share truths that should be presented differently. However, problems don't only exist at the stage of "giving" feedback. They can also occur when we receive it. How often have you left your boss's office, fuming after a reprimand? Sometimes, we react with anger and aggression when we receive feedback, or we simply tune it out.

Society should reconsider its current attitudes towards feedback. Despite our fears, we inherently seek it out. Without support, fresh perspectives, and evaluations, we're unlikely to feel motivated and confident enough to persevere. So why not analyze the situation in this area and identify where we've gone wrong?