After their review discussion, they focus more on the exact words than the sentiment behind it. They compare the ratings with the output they delivered, not how they delivered it.One thing that they fail to understand is that appraisals aren’t just about outcomes, they’re about behaviour. As you move into mid-senior roles, the feedback shifts. It’s less about what you did, more about how you did it and whether that aligns with the company’s culture.In large companies, no one project or person really moves the needle that much. More often, friction happens because how something was led didn’t align with how the org works.Culture fit > outcome (more often than you might think)Sometimes, your way might be the “right” way but if it doesn’t align with the company’s ethos, it won’t be appreciated. Learn to manage your emotions. Work on your EQ.That’s what really separates people who grow fast from those who get stuck.Growth isn’t just about doing the work. It’s about operating within the unspoken rules of the company.Your boss? Their job is to align the team to the company’s way of working. Assuming the company hires smart people, the work will happen. The real challenge is getting it done the right way.As I always say:In companies, social currency moves projects faster than raw smartness.Your real job?Build that currency and use it appropriately.