> If you're not a manager, it's not your job to criticize others.

Nonsense. If you work in a particular role with others at a company, you are able to measure yourself against them and others - not just output, but in lots of different ways. If someone is doing a particularly sloppy job or "fucking up constantly" it's your responsibility as a professional and as a decent human being to raise them up. You can do this by taking them aside and critiquing their work.

You missed david's point. You're not supposed to criticize the person (ex. "You are sloppy!"). You're supposed to criticize the person's work (ex. "Your work is sloppy!").

In my experience, criticizing the person just drags down their morale and usually doesn't motivate them, whereas criticizing their work sometimes motivates them to improve their work (it can also sometimes drag down morale as well, depending on how you go about it).

Depending on the organization, this is either acceptable or not, encouraged or not. And usually in every organization, if you're going to do the talking, you need to be one that everyone respects. Otherwise (again, depending on the organization), it can be a moment when everyone turns against you.

In especially toxic cultures, you need to be careful. It's unfortunate but true if you ever find yourself in one. Get out, get out fast if you are.

I think you are correct. Let me add two points: 1) Even though presenting constructive criticism may be uncomfortable for both parties, getting "blindsided" by the boss can really wreck a working relationship. 2) The reception one receives depends upon the prior relationship - a good one raises the probability of getting a "listening ear."

Wow, that sounds like a terrible work environment. I much prefer a self-regulating team. It is much less stressful in my opinion to be called out on problems quickly, and by your peers, than to have to have a "talk" with your manager, perhaps weeks or months after there was a problem that you could easily have fixed. I've seen more dysfunctional teams from this type of attitude than I've seen functional ones. If a team member is having a problem, they often know it, but don't know why they are rubbing everyone wrong and then they get worse from stress and trying to fix the wrong things. By the time the manager steps in, it is often too late, and a problem that should have been nipped in the bud has spiralled out of control.

I think saying 'a terrible work environment' is a bit of a stretch. The important part of criticism is that it's taken constructively - often it's best done between peers, but sometimes it's best done with (good) managers.

I think a key issue is that coworkers can be awesome workers, but HORRIBLE at critique. It's a skill that people aren't always good at. I know I could be better. A good manager will be great at this, and it's often best to let the best person at this do the talking. Managers can also be great as go betweens, and councillors for both sides, so that hatchets don't get buried directly into coworker skulls.

That said, the best teams manage themselves.