Case study: Feedback

The following comments are provided as food for thought. Different interpretations are, of course, possible.

Why is Ulrich feeling demotivated?

Ulrich is feeling demotivated as a result of his high workload, which he feels is caused mainly by a lack of resources for the project he is working on. He also feels that the lack of leadership given to the project by Jacques is a real problem. He feels that Jacques participates too little in the project and gives almost no motivating feedback.

In what ways does Ylva suggest that Ulrich needs to change his working style, and why?

Ylva suggests that Ulrich needs to learn to focus more and prioritize more clearly. She points out that it is normal nowadays for projects to be underresourced. In particular, she suggests that Ulrich should decide which aspects of his work require 100 per cent quality and which ones don’t. Ulrich should also decide which things he doesn’t need to do at all. Also, Ylva provides a more positive interpretation of Jacques’s hands-off leadership style. She says this is a sign of trust in people and wanting them to think for themselves.

What does Ylva suggest Ulrich should do to become more motivated?

Ylva suggests that Ulrich needs to focus more on motivating and leading himself if he wants to develop his career. She says this is the reality of working life today and suggests that Ulrich needs to accept this. Some people might find Ylva’s message a little harsh and direct. But Ulrich accepts the message, which suggests that Ulrich and Ylva have worked together for some time and have developed trust in their working relationship.