Feedback fits into the bottom left corner: perceptions. However, it’s not the only factor. It’s important to also clarify someone’s overarching goals and values, their beliefs about what they can and can’t do, and the factors determining success in their role.
Yes! So many times feedback and what a manager thinks of an employee are used out of or in the wrong context. Feedback can do more harm than good especially when the manager doesn’t have in-depth knowledge of a topic, but keeps pushing an employee — through “constructive feedback” — to do their job in a different manner.