> Well I just want to say, the industry has an obsession with "growth" in performance reviews. But the reality is that growth only works when you build on someo

> Well I just want to say, the industry has an obsession with "growth" in performance reviews. But the reality is that growth only works when you build on someone's strengths. Trying to ask someone to grow by changing who they fundamentally are, leads to withdrawal, stagnation, and anti-growth. I'm actually getting worse at my job, not better, because I'm being forced to be something I'm not. It's depressing, draining, and frustrating. I can't be who I fundamentally am in my role. I totally agree with this. What poor companies do is try to force you into a process no matter what. The process is king and if you don't fit it, get out. What they should do is go grab a coffee with you and ask you what your desires are on a regular basis. And even to some extent make the company strategy malleable to this (across all staff). That is if employee churn is an issue, which of course it is because hiring is a big hassle! Obviously the more people in the company, the more standardization of process you need. You may have less need for certain roles that are jacks of all trades and need specialist squads. But there should be always room for asking staff what they ideally want and trying to get them closer to that.