People who know me are aware that I have strong opinions and a deep passion for what I believe in. That’s just who I am. However, I also recognize when I’m wrong, and I genuinely value anyone’s opinion—provided they can justify it. I’m open to changing my views if someone presents a compelling argument. I enjoy meaningful discussions and appreciate well-supported ideas.
Do I hurt people when I criticize them in conversations or written articles? It’s very possible. Is it my intention to hurt them? Absolutely not, and I apologize if I do. But should I stop offering criticism because it might hurt someone? I don’t believe so, and here’s why.
Personal Improvement
Personal improvement, as we know, can only occur if:
- There’s a clear criterion defining what ‘improvement’ means.
- You can measure or observe your progress in relation to that criterion.
- You take action and adjust your behaviour to achieve improvement.
Those with a technical background might recognize this as an element of Optimal Control in systems theory, which offers well-defined approaches to achieving optimal outcomes.
The second point is crucial—feedback is necessary for growth, and introspection is key. However, humans are not machines, and feedback can be emotionally challenging. I welcome feedback when:
a) It’s intended to help me grow.
b) I’m given the opportunity to discuss and debate whether the feedback, which may be subjective, holds any objective truth I can relate to.
Criticism is constructive when both of these conditions are met. Unfortunately, if the feedback is anonymous, I’m left without the chance to address it, and point b) becomes impossible. This creates an unfair, asymmetric dynamic. I’ve experienced this personally, and it’s disheartening. It seems we’ve forgotten the spirit of ancient Greek academia, where debate and defense were valued. Even in 5th-century BCE Greece, accused citizens had the right to defend themselves.
Yet in 2024, someone can report you anonymously to your boss, making accusations—often based on subjective perceptions—without giving you the chance to address them. You may be formally informed of these allegations without any way to evaluate their validity or learn from the feedback. This is why I find value in expressing my thoughts openly and in writing. I’d rather face criticism in a forum where I can engage in a fair debate than be subject to anonymous accusations.
Organizational Improvement
When an organization’s mission and goals are clear, improvement can be measured against those standards. At the University of Twente, we exist for education, research, and service to society. I am deeply motivated by our mission to deliver high-quality education—teaching and research are my professional passions.
If, as a member of UT, I observe practices that are counterproductive to our mission, should I remain silent for fear of upsetting someone? If everyone did that, we would hinder the system’s ability to evolve, and progress would stagnate—or worse, regress. This is why I firmly believe that yes, improvement can hurt, both individuals and organizations. But if we stop offering criticism because we’re afraid of causing discomfort—as HR once suggested to me—then we risk losing sight of our purpose. We might as well just clock in, do the bare minimum, collect our pay check, and wait for the day our organization becomes irrelevant.
