What the Music of Taylor Swift Can Teach Us About Feedback in the Workplace
There was a Forbes article published on November 17, 2023, by James Hudson, where he explores what Taylor Swift can teach us about leadership. His insights got me thinking about the idea of feedback and how it applies to the workplace - especially performance reviews.
Whether you’re still in the throes of your review cycle or you’re thinking about setting the stage for 2025, Taylor Swift has something to give to us beyond some killer friendship braces.
We’re all familiar with traditional performance reviews - often a one-way street where managers (and sometimes peers) provide feedback to employees. But while this approach sounds ideal, it doesn’t always lead to the results we expect. The truth is, many employees still feel like feedback is impersonal, generic, or even biased. That's where reverse reviews come in - flipping the script and letting employees provide feedback about the organization, leadership, and systems that shape their experiences.
Now, let’s dig into what reverse reviews are, how they differ from 360 reviews, and why they might just be the best thing since 1989.
“The Archer”: Reverse Reviews vs. 360 Reviews
Let’s start with Taylor’s song “The Archer,” which captures feelings of vulnerability and self-reflection. It’s the perfect metaphor for reverse reviews, which require leaders to ask tough questions and embrace the possibility of uncomfortable truths.
360 Reviews focus on evaluating an individual employee, collecting feedback from peers, managers, and direct reports. Think of it as a performance deep-dive for one person.
Reverse Reviews flip the lens, focusing on leadership and organizational systems. Employees are invited to share their experiences, challenges, and ideas for improvement.
If 360 reviews are about pinpointing individual strengths and weaknesses, reverse reviews are about uncovering systemic opportunities for growth. They ask leaders to step into “The Archer” mindset - introspective, open, and ready to grow.
“Shake It Off”: Why Peer Feedback Matters
That’s not to say that individuals should not be receiving feedback - but not as part of an annual performance review. In an ideal workplace, everyone would feel comfortable addressing issues with their peers directly. But if a team member doesn’t feel safe providing feedback to a colleague, that’s not just a one-off issue - it’s a team culture problem.
Leaders need to create an environment where feedback flows freely. Reverse reviews can help uncover whether your team feels comfortable having honest conversations. If they don’t, it’s time to examine:
Are leaders modeling openness and vulnerability?
Is there trust within the team?
Do employees have the tools and confidence to deliver constructive feedback?
When peer-to-peer feedback is part of your workplace rhythm, you’re not just “shaking off” issues - you’re addressing them proactively.
“All Too Well”: Feedback Should Never Be a Surprise
If feedback during a performance review feels like Taylor’s 10-minute version of “All Too Well” - painful and drawn out - it’s a sign something’s wrong. Feedback should never be compiled and stacked so much that it lasts longer than a 10 minute power ballad and that includes manager feedback.
Managers should understand that real-time, ongoing feedback is the most effective way to support and guide their teams. When feedback is delivered consistently and constructively throughout the year, it eliminates the need for surprises or heavy reliance on formal performance reviews. If an employee feels blindsided by feedback during a review, it often points to a breakdown in communication or a lack of psychological safety created by the manager.
Reverse reviews can help identify these gaps, ensuring feedback is timely, constructive, and delivered in a way that fosters growth.
“You Belong With Me”: Disability Inclusion and Systemic Barriers
Reverse reviews are also a powerful tool for equity and inclusion, especially for employees with disabilities. They create space for employees to share systemic barriers and advocate for accommodations. Data backs this up: The Job Accommodation Network reports that 60% of workplace accommodations cost nothing, yet many employees still don’t receive them because leaders fail to ask the right questions. Reverse reviews help bridge this gap, giving employees the opportunity to voice their needs and improve their experience.
In contrast, traditional and 360 reviews often run the risk of misinterpreting performance issues that may stem from unmet accommodation needs, personal challenges, or systemic barriers rather than an employee’s ability or effort. Without the context provided by reverse reviews, organizations might overlook how lack of support or personal circumstances are impacting an employee's work. By creating space for these conversations, reverse reviews empower leaders to address root causes, fostering a more supportive and inclusive workplace.
When you ask, “What do you need to thrive?” you’re telling employees, “You belong with me.”
“Don’t Blame Me”: Creating a Culture of Accountability
Reverse reviews aren’t about pointing fingers - they’re about collective growth. The questions should focus on:
What’s holding employees back?
How can leadership better support the team?
What processes or policies need improvement?
When employees see leaders acting on their feedback, it fosters trust, accountability, and a sense of shared responsibility. It’s not about blame - it’s about building a better system together.
“Long Live”: Building a Feedback-Driven Legacy
Taylor Swift didn’t become an icon by accident. She listens to her fans, adapts to feedback, and evolves with each era. Reverse reviews bring that same energy to the workplace, turning feedback into a tool for growth and connection.
When you embrace reverse reviews, you’re not just addressing today’s challenges - you’re creating a legacy of collaboration and improvement that will stand the test of time.
Author’s Note: Why Taylor Swift?
I know what you’re thinking: Why Taylor Swift?
Here’s the thing - I’m not a Swiftie. I’m not anti-Swift either, but I don’t have her entire discography memorized (before writing this article, that is) or a shrine to her in my living room.
However, her cultural relevance and ability to connect with people from all walks of life make her the perfect analogy for this conversation.
Taylor has mastered the art of collaboration and feedback, evolving with each era and inviting her fans to join her on the journey. If that’s not the ultimate lesson in leadership and growth, I don’t know what is.