Gary Martin: Workplace molly-coddling has made fair feedback taboo

Workplaces have changed dramatically — there is more empathy, a greater awareness of mental health and genuine effort is being made to be kinder and more supportive.

These are welcome improvements.

But as the workplace has become more sensitive and emotionally aware, something else is creeping in: a tendency to overprotect, over-soften and over-accommodate.

Most people do not want to go back to the days of rigid and uncaring bosses, public humiliation or silence around mental health.

At the same time, there is a feeling in some workplaces we might have gone too far in the opposite direction and that we have become too soft.

In today’s bubble-wrapped workplace, even a light tap of feedback can land like a heavy blow.

Feedback is sugar-coated or skipped altogether as managers tiptoe around difficult conversations.

Constructive criticism is considered an attack, not an opportunity to do better.

It is not that people cannot handle the truth — they are no longer hearing it.

Underperformance is explained away with vague phrases like “they’re trying their best” or “it’s a learning opportunity” while performance reviews are all praise and no push.

Expectations are lowered instead of raised and deadlines shifted to accommodate delicate feelings, not business needs.

Differences of opinions are labelled “hostile” or “unsafe” and minor criticism sparks major HR involvement.

On top of all of that, people get away with excuses more often than they are held to account.

Our efforts to be kind, supportive and caring in the workplace mean some workers now expect to be shielded from any kind of discomfort.

But the consequence of a workplace covered too tightly in bubble wrap is a culture that slowly deflates.

Psychological safety is misinterpreted as a reason to never be challenged, rather than to feel safe while being challenged.

Mediocrity becomes acceptable as long as people are “trying” or seem nice.

And blame becomes normalised while mistakes are always seen to be someone else’s problem, never someone’s personal responsibility.

If we want workplaces that are healthy, productive and real, we need to stop wrapping everyone in bubble wrap.

This is not a call to bring back harshness or hard-nosed leadership.

Respect, decency and mental health awareness must always be present.

There is a middle ground, where people are supported but not smothered and where conversations can be open and honest – even when uncomfortable.

Being bubble-wrapped might feel safe in the short term though stops people from building the skills they need to thrive.

A little stretch, a bit of pressure and the odd uncomfortable chat are all part of working life.

And sometimes, the most respectful thing we can do is take the wrap off — and speak plainly.

Professor Gary Martin is CEO of AIM WA and specialist in workplace and social trends