> Forcing someone to process those emotions publicly can be extremely humiliating and can seriously undermine trust building in a relationship. That's an impor

> Forcing someone to process those emotions publicly can be extremely humiliating and can seriously undermine trust building in a relationship. That's an important, accurate observation, thank you for voicing it - understood, I'll take that on board. Emotional support, companionship and other ways to indirectly process the situation (games?) seem like they could be helpful responses in that kind of situation? > Even making performance review details optional to disclose (as an official policy) might inadvertently create a culture where people look at you sideways as though you have something to hide if you appear as though you're not being forthcoming. That does sound very tricky to handle in a transparent environment too. I'm not sure whether I have great responses there other than to set a cultural expectation and understanding about the organization up-front (before applicants join). To be honest, that makes me wonder whether a truly transparent organization should even offer the option for private feedback at all (note that that's a greenfield approach, as opposed to the question of how existing organizations could transition to a more transparent model).