Feedback without clarity is just anxiety

Feedback without clarity is just anxiety

“We’re implementing 360-degree feedback to support growth and development.”

Sounds progressive, right?

But here’s what I’ve seen happen too many times - a company introduces new performance review systems with lots of talk about:

• Growth mindset
• Continuous feedback
• Career development

But there isn’t:

• Clarity on what different levels actually mean
• Written expectations for roles
• Career paths or promotion criteria

For example: A senior designer’s role shifted 6 months ago - from product design to system architecture.

No one acknowledged it. No one updated their goals.

Then they’re asked to complete their 360 feedback.

What are they being evaluated against? Last year’s job description that no longer applies?

Here’s the problem:

• You can’t develop people without defining success.
• You can’t ask for feedback when no one knows what good looks like.

When performance processes are layered on top of undefined roles, there’s no development taking place - you’re just wrapping anxiety in HR jargon.

What actually works:

• Define the role clearly.
• Set expectations explicitly.
• Then gather feedback on how someone’s doing against those expectations.

In that order.

If your people are being reviewed against unspoken expectations, that’s performance theater, not performance management.