When it comes to career development, feedback isn’t optional—it’s essential. But new data from Textio reveals a major gap that could be costing companies their best talent: high-performing employees often receive worse feedback.
Vague Feedback Doesn’t Help
According to Textio’s analysis of interview and workplace feedback, high performers are far more likely to receive vague praise like “rockstar” or “superstar” rather than actionable, specific comments that help them grow.
While the intent may be positive, the impact is not. Generic compliments don’t tell employees what they’re doing well, what they could improve, or where they should stretch next.
For career-minded professionals, this is a major obstacle. Without meaningful feedback, even top performers are left guessing about their next steps. Their development stalls, not because of a lack of talent, but because of a lack of direction.
Employers Also Face Risks
The risks extend to employers, too. High performers who don’t feel challenged or supported often disengage. Without clear signals about how to evolve within the organization, they’re more likely to look elsewhere for growth opportunities. It’s a pattern playing out in turnover data across industries.
What, then, is behind the feedback gap? Often, it’s a fear of “rocking the boat.” Managers assume that if someone is excelling, they don’t need coaching, or they hesitate to challenge a strong employee for fear of seeming ungrateful or critical.
But that mindset holds no merit. Growth-oriented employees want to know how to get better. Praise without substance eventually feels hollow.
For employees, the lesson is clear: ask for better feedback. Request specifics, push for examples, and frame feedback conversations around growth, not just evaluation.
For leaders, it’s simple: give better feedback. Recognize high performance, yes—but also provide stretch goals, constructive challenges, and targeted coaching. Praise should fuel ambition, not replace development.
High performers aren’t just looking for validation. They’re looking for a path. When organizations fail to provide it, they risk losing their best people—and missing their biggest opportunities.