Feedback for the sake of feedback is pointless. This is agreeable.

Day after day, giving same feedback, without no change whatsoever — if that is not pointless, I don’t know what is.

I don’t have time for that. If you have the same situation at your work, you don’t have time for that. At least, you shouldn’t have.

Why would someone do the thing like that? Why would someone show zero respect for your work?

There are 3 possible sources of problem:

  • your feedback, or task delegation before is actually not good
  • the person you are giving feedback to is lazy
  • the person receiving feedback is just not a good fit for the job


Maybe the problem is in you. The way you explain stuff is not clear, actionable, or both. The problem could be not in the feedback but with the task itself.

Kickass way is about first fixing yourself. So be aware how you delegate. Try better-defining tasks. See if they are really to the point. If the problem is usually solved after the feedback — maybe you can do one part of feedback in a definition of the task.

This is due assuming too much. In your head what needs to be done is clear. And if you have somebody new doing this, or what needs to be done is constantly changing — then this really could be a problem!

On the other hand, if it is the same kind of task that requires the same kind of solving day after day we come to another culprit.

Somebody thinks you are stupid.


Talking about lazy people here. They will do excuse of job. They did something, but did it without thinking or doing it right.

That kind of person is hoping that you won’t check the work they did. And if you check it — they will fix it. After you give them feedback.

The revelation comes when they realize that it can go on like that. Forever.

So every day you do your job for them. Day after day. They do excuse of job and you have to do thinking for them.

What can help in solving this?

  • straight talk — maybe they are not aware they are doing it like that (so they are doing it unintentionally)
  • explaining in clear points what you expect from them — so that there is no excuse in not knowing what they need to know


You can’t change others, but you can change yourself.



The lazy ones are easy to take care of. They can do it, but won’t. Think they are smart. And it goes like that until you stop allowing it.

The ones that bug me are those who try, but can’t. They are not lazy. They maybe just don’t hear, or see or can execute in right way.

But they try.

Sometimes it is worth giving them five, ten or twenty chances to succeed. But if there is no progress you should let them go.

The thing is — at the same time you are spending your time trying to solve this problem, your best workers are losing patience.

You are betting on your worst team member, instead of going for the ones that will make difference in future.

Team is as strong as it weakest member.

It all comes down to R-E-S-P-E-C-T.

Show respect to others.
Start with yourself. Be self aware and check if you are delegating stuff right. You can’t change others, but you can change yourself. Prepare in advance.

Respect yourself.
Don’t let some smart ass make fool of you for not doing his or her job. In long term this kind of behavior could lead to other people replicating that behavior.

Respect your team.
Some people can be carried just for so long. At the end you and others in team will end up doing more of other people jobs. It short term you should help. But be honest to yourself and that person — if it is not working trying finding better position (if possible).

We focus on those who have problem. We want to help. That makes us feel good. But, too much lingering on that that doesn’t work will break all the good stuff.

Team is as strong as it weakest member.