Feedback doesn't scale

As organizations grow past 100 employees, leaders lose the personal relationships and accumulated context that made feedback actionable at smaller scales, causing them to increasingly dismiss input from people they don't know as attacks rather than signal. By 200+ people, feedback becomes noise—a distorted amplification of complaints from unhappy employees while satisfied ones stay silent, making it impossible to distinguish genuine crises from vocal minorities and leaving leaders unable to process the volume of uncontextualized criticism.

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