Feedback is the key to professional growth. It allows employees to understand their strengths and weaknesses, course-correct their approaches, and ultimately excel in their roles. However, many workers no longer receive the quantity or quality of feedback they need.

The transition to remote work has thrown a wrench into the traditional feedback loop. Decreased in-person interaction makes it more challenging for managers to provide consistent and constructive guidance. And managers have failed to adapt to the modern world of remote and hybrid work. But regardless of who is to blame, a lack of feedback can have surprisingly detrimental effects. Not receiving feedback can lead to feelings of imposter syndrome and fantasized talent—two sides of the same, anxiety-ridden coin.

Here’s what happens when you don’t receive feedback at work.

WHAT IS IMPOSTER SYNDROME AND FANTASIZED TALENT?

Imposter syndrome, the persistent belief that one’s success is due to luck or external factors rather than skill, is not a new phenomena, but has been plaguing employees and executives alike for years.

The transition to remote work and the rapid onset of technology like AI has likely exacerbated the issue. Without regular feedback to validate their accomplishments, remote workers may struggle to internalize their successes. Did they really nail that project, or did their manager just not have the time to scrutinize it closely? This kind of self-doubt can lead to decreased motivation. It can also create a constant pressure to overperform in order to compensate for a perceived lack of ability.

On the other hand, an absence of feedback can lead to what I call “fantasized talent.” Fantasized talent is when someone incorrectly believes they have unusual or extraordinary talents, or has been born for greatness. Without clear guidance on areas for improvement, it is possible for some workers to overestimate their abilities. This inflated sense of competence can ultimately lead to poor performance when mistakes inevitably occur. And it stifles opportunities for growth and improvement.

WHY ARE WORKERS NOT RECEIVING FEEDBACK?

There are many potential reasons why many workers do not feel they receive enough feedback. But one reason may be because leaders have failed to adapt to the modern world of hybrid and remote work.

As companies attempt to evolve, many managers have failed to translate feedback loops from in-person operations to remote work. As a result, workplace communication and interactions have shifted—or disappeared—entirely. Plus, people aren’t getting the regular, unspoken feedback they need in order to assess the value they are bringing to the organization.

Feedback is not only delivered or received in formal evaluations. It surrounds us. We internalize feedback from the encouragement we receive from people in the room when we share a new idea to the dismissive look we briefly catch from the CEO when a pitch goes south. We learn to read and interpret body language and microinteractions from those around us. This builds an understanding of our place, respect, or worth in the office. And it’s often these touchpoints that provide an opportunity for personal development and growth.

Beyond the indirect feedback we personally receive, we’re also able to draw conclusions from other observed workplace scenarios, identifying what type of behaviors are rewarded or condemned.

When these day-to-day interactions and opportunities are eliminated, what’s left is intensely narrow exposure to teammates and managers, and communication that solely exists either digitally or in scheduled virtual meetings. This has left many employees completely off the mark in terms of accurately perceiving individual value or career trajectory.

Think of the viral videos of workers getting fired virtually and how blindsided these employees seem when they hear they are underperforming. In a traditional in-person work environment, I would argue that an employee would be far less likely to be so in-the-dark or out-of-touch.

This is not an argument against remote work, in fact, there are countless people and organizations that can and have continued to thrive while collaborating virtually. What’s lacking, however, are sufficient opportunities for individuals to get the exposure or feedback required to improve or succeed in their particular role.

HOW TO CLOSE THE FEEDBACK GAP

So how do we bridge this feedback gap in the remote work landscape? There are many steps that teams can take to make sure everyone receives the feedback they need to succeed.

Encourage a culture of feedback: Normalize the idea of employees asking questions, without assumption, of their peers, managers, and themselves. This fosters a collaborative environment where everyone is invested in each other’s growth.

Focus on specific, actionable feedback tied to specific events: Instead of vague or cliché statements, offer concrete suggestions and examples to help employees understand how they personally can improve.

Schedule regular check-ins with intentionality: Carve out dedicated time for one-on-one video calls or instant message conversations to discuss progress, challenges, and upcoming tasks. This dedicated time ensures feedback isn’t lost in the shuffle of daily emails.

Embrace asynchronous feedback: Utilize platforms that allow for written comments and annotations on documents and projects. This allows for more thoughtful and detailed feedback that employees can refer back to on their own time.

At the core of all valuable feedback strategies are strong relationships. Individuals need to be held accountable for their own personal growth and development, but in order to do so, there’s an irreplaceable need for social engagement. By implementing these practices, organizations can create a remote work culture where feedback flows freely. This will help employees overcome feelings of both imposter syndrome and fantasized talent, leading to a more confident, productive, and ultimately successful workforce.