Being asked to weigh in on someone can feel like a lot of responsibility — it's also a real chance to help them grow. You control what you say and whether your name is attached: feedback you mark anonymous stays anonymous, always.
Sometimes the right move is a person, not an app. Open a card to see what each one can actually do for you — and what to know before you go.
What they can actually do for you
Can change what is actually on your plate — deadlines, workload, priorities — and is usually the fastest route to fixing a problem inside your team. Can also speak up for you in rooms you are not in.
What to know before you go
Managers are not required to keep what you share confidential, and many are expected to pass anything that sounds legal or medical to HR. Decide what you want them to do with what you tell them before you share it.
For this situation: If the request came through a review cycle, your manager can explain what it feeds into and when.
What they can actually do for you
Can fix process problems — pay errors, benefits enrollment, policy questions — and is required to act on some kinds of reports, like harassment or discrimination. Can walk you through your formal options.
What to know before you go
HR also works for the company. What you disclose may be documented or shared, and some disclosures start a formal process you cannot undo. Know what is protected before you disclose.
For this situation: Can tell you how feedback is used in any formal process at your company.
This page is general guidance to help you decide what fits — not professional advice.