Your manager may be as stoic as Zeno the Greek, founder of the passionless philosophy of stoicism somewhere around 300 B.C., but the fact remains that you and your co-workers need feedback on your performance, whether such feedback is filled with feeling or not. When there is minimal feedback, there tends to be minimal employee development, motivation, and performance.
You and your associates should meet with your manager and ask her if there is a way that you can be provided with more guidance, support, and direction on your work. Be sure to let her see the real benefits associated with this step, such as in terms of improved employee learning, motivation, and attainment of goals. You can even suggest more frequent sessions with her to discuss your work, whether on an individual or group basis.
It is important to remember that you are not going to change your manager's personality and turn her into a cheerleader. Nonetheless, if she does go along with the idea of increased meetings to discuss performance, you may see a slight change in her attitudes. In fact, if she sees some measurable improvements in performance that result from such feedback sessions, she might even develop some positive feelings toward the whole process.
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