78% of Managers Are Using AI for Employee Feedback. Here’s What They Risk Losing

A new study from professional development firm Highwire surveyed 1,034 U.S. corporate professionals and found that 78 percent of managers used AI to help prepare employee feedback or performance reviews over the past year.

Here’s the troubling part: Only 16 percent of employees said they were told AI played a role in their most recent review. That’s a serious disconnect. And it raises an important question: What happens to trust when employees aren’t sure whether their feedback came from their manager or a machine?

Look, I’m not against using AI to improve efficiency. It can help managers organize their thoughts, identify patterns, and communicate more clearly. But there’s a difference between using technology to support leadership and allowing it to replace leadership.

Refreshed leadership advice from CEO Stephanie Mehta

Highwire’s research found that 34 percent of employees said feedback had become more generic since AI entered the process. That should concern leaders.

Employees need a manager who understands their strengths, recognizes their contributions, and cares enough to have an honest conversation about their growth. When feedback becomes impersonal, leaders risk losing something far more valuable than time. They risk losing trust.

What good leaders do differently

Emotionally intelligent leaders make feedback personal. They don’t just hand employees AI-generated talking points. They share real examples of what’s working, where improvement is needed, and how they can help people grow. They also make feedback a two-way conversation. A simple question like “What’s one thing I could do differently to help you succeed?” can reveal what employees actually need.