I think (and maybe this is a flawed premise) that most folks desire genuine, helpful feedback (or perhaps more generally what other people think about them). However, it seems like folks have difficulty when being on the giving end of the feedback, which makes tools for real-time feedback a one-sided marketplace. I could hypothesize a few reasons (i.e, feedback taken the wrong way could damage interpersonal relationships, feedback is awkward to give to a colleague, feedback is based on a sliver of the full-picture of an employee's performance, etc.), but I'd like to know y'all's opinions on the matter.

What seems to be a part of the problem is also how nebulous workplace interactions are when administrated by HR. It's awkward and unnatural to ask a close friend to "describe something that <other close friend> has done well." Most of the time when I give feedback about someone, it's a reaction to something that that person did that I observed. Having such an open-ended review in annual performance reviews seems to create a breeding ground for feedback that isn't helpful, and asking those questions constantly like Goldman and a lot of other companies are trying to do serves only to exacerbate the problem.