Ep 63: From Criticism to Growth: Rethinking Feedback

Whether you're the boss or the employee, giving and receiving feedback is one of the hardest parts of any workplace, and nobody teaches you how to do it.

This week, the Mandys break down a real-life corporate nightmare: a manager who calls out his entire team on a weekly group call, gets called out himself for it, and completely falls apart. From there, the conversation goes deep on what actually makes feedback land, and what makes it blow up in everyone's face.

They cover:

• Why bad bosses use feedback as an outlet for frustration (and how to spot it)

• The "praise in public, coach in private" rule and when to break it

• How to give feedback that actually changes behavior vs. just venting

• What to ask your team before you ever give feedback

• How to separate the delivery from the content when feedback is given badly

• The mindset shift that turns even the worst feedback into real growth

If you've ever had a boss who couldn't take what they dished out, managed someone who shuts down at the first sign of criticism, or just want to get better at this stuff, this episode is for you.

The Corporate Burnouts is your no-BS, real-talk podcast for anyone who's ever wanted to quit, already quit, or is somewhere in between.

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FAQs

1. Why does feedback sometimes make workplace situations worse?
The episode explains that feedback often fails when it is delivered from frustration, embarrassment, or emotional reactivity instead of with clarity, coaching, and accountability.

2. What does “praise in public, coach in private” mean?
Mandy and Mandy discuss the importance of recognizing employees publicly while handling corrective conversations privately to avoid shame, defensiveness, and damaged trust.

3. How can employees benefit from poorly delivered feedback?
The conversation highlights the importance of separating the delivery from the content, allowing people to look for useful insights even when feedback is communicated badly.

4. What makes feedback actually create behavior change?
Effective feedback focuses on specific behaviors, clear expectations, emotional safety, and collaborative problem-solving instead of personal criticism or venting.