One in Four Managers Withholds Positive Feedback from Employees, Study Finds

On July 9, 2026, a study published in Management Science revealed that one in four managers intentionally withholds feedback from employees, even when the feedback is positive. Conducted by researchers from the University of Portsmouth, University of Exeter, and York University, the study highlights significant disparities in feedback practices, particularly affecting female workers.

Study Overview and Methodology

The research involved a controlled online experiment with 2,620 participants assigned roles as either managers or workers. Workers completed a cognitive ability quiz, with only top performers receiving higher payments. Managers were provided with varying degrees of information about the workers' test scores and could choose to share this information transparently or obscure it.

Participants were divided into groups based on the information they received: precise, vague, or none at all. Workers then made decisions on whether to accept a smaller fixed payment or compete for a higher reward available only to top scorers. The findings indicated that approximately 25% of managers chose to withhold feedback.

Impact of Gender on Feedback Practices

The study found that the tendency to withhold feedback was more pronounced when the feedback pertained to female workers. Managers were nearly twice as likely to withhold imprecise negative feedback from women compared to men. This raises concerns about potential paternalistic biases where managers may be overly cautious about women’s feelings or confidence.

Dr. Boon Han Koh from the University of Exeter Business School emphasized that feedback is essential for enhancing performance and individual growth. He stated, "Our findings suggest that improving feedback quality is not only about information systems or incentives. It is also about strengthening norms of transparency and duty in how people mentor, manage, and evaluate others."

Recommendations for Improvement in Feedback Culture

The researchers recommend organizations adopt practices that foster transparency in feedback. They suggest standardizing feedback processes through structured forms and rating scales to minimize bias. Additionally, utilizing feedback platforms that do not disclose gender to providers can help create a more equitable environment.

• Encourage transparency in mentorship and evaluation.
• Standardize feedback processes to reduce personal bias.
• Use anonymous feedback platforms to limit gender disclosure.

Associate Professor Zahra Murad from the University of Portsmouth noted the importance of clarity in feedback processes, stating, "We also find suggestive evidence of gender differences in some settings, particularly when feedback is vague and non-instrumental." This indicates that organizations must work to eliminate ambiguity in their feedback systems.