> If managers provide detailed feedback about what went right and what went wrong
I'll let you in on a management secret: most of the time managers can't articulate this even to themselves unless they are talking about the few people in their organization that truly, quantifiably kick ass. They're human, they live by perceptions. The only limiting factor that grounds those perceptions is whether you're solving the hard problems your manager's manager wants to see solved. You could say this is biased (and it is), but bias is not uniformly bad, woke corporate edicts notwithstanding.
Before I get lynched over the previews sentence, let me explain exactly what I mean by it. For the record, I don't mean any kind of bias based on unchangeable traits. Simply put that has no place in a professional environment. However, _any_ manager worth their pay will be biased in favor of an employee who makes the impossible possible. Most of immediate peers would even view this as "fair". But even slightly remote peers (perhaps another, nearby team), would not have much, if any, visibility into why this "bias" exists. Worse, even immediate peers who are angling for greater rewards (often without merit - their mom just told them they always get a trophy when they were a kid) will perceive the situation as deeply "unfair".
TL;DR: hot takes are not helpful, it's a difficult landscape to navigate. My opinion on this is not particularly strong because I don't see it making much of a difference. Kickass people will still get disproportionate rewards, and whiners will get pissed off and leave. It's the potential strife that I find objectionable.