I feel that this kind of articles mostly apply to some dream company, and not in the real world esp. outside SV and top talent. Context is king.
There are people who wouldn’t accept honest feedback, they wouldn’t even accept honest PR reviews. There are teams which were formed by someone else and cannot meet your standards, so how many times should you give negative feedback to people used to work in different mentality? You give up and try to be motivational instead. There are also managers who don’t give feedback only when they want to fire someone and give the harshest out-of-the-blue feedback they can give. And then there are company- or country- cultural issues, where some employees would take harsh feedback as a warning that they will get fired and their job security will go into garbage. And so many more cases and examples.
There are people who wouldn’t accept honest feedback, they wouldn’t even accept honest PR reviews. There are teams which were formed by someone else and cannot meet your standards, so how many times should you give negative feedback to people used to work in different mentality? You give up and try to be motivational instead. There are also managers who don’t give feedback only when they want to fire someone and give the harshest out-of-the-blue feedback they can give. And then there are company- or country- cultural issues, where some employees would take harsh feedback as a warning that they will get fired and their job security will go into garbage. And so many more cases and examples.