Adjust negative feedback for cultural directness while keeping expectations clear.
Directness is a dial, not a virtue contest. The concept Meyer separates evaluating from communicating: two people may both be clear, but one expects blunt negative feedback and another expects buffered feedback. Hofstede helps you anticipate when critique may carry extra status weight. CQ makes the move practical: choose timing, channel, and wording that fit the person and stakes. The mechanism Feedback is useful only when the receiver can stay in learning mode. If the cultural signal says "I have been embarrassed" or "my manager has withdrawn trust," the receiver protects identity instead of processing the correction. A skilled manager…
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