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Performance management without loss of face

Performance management

Why feedback often fails

Feedback systems imported from Western organisations frequently fail in Vietnam, even when the content is accurate.

Public correction damages dignity and status, reducing long-term effectiveness. Staff may comply superficially while disengaging internally.

Performance improves when feedback is private, relational, and framed as protection rather than exposure.

The goal is not avoidance of correction, but preservation of face.

Lesson for leaders

Public feedback often damages performance rather than improving it.

Corrective conversations work best when delivered privately.

Preserving dignity increases long-term behavioural change.

Effective feedback feels protective, not punitive.

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