Managers Rely on AI for Performance Reviews, but Impact on Staff is Mixed

A recent study by professional development firm Highwire highlights the growing integration of artificial intelligence into managerial feedback processes. The survey, which included responses from 1,034 corporate employees, found that 78% of managers had utilized AI tools over the past year to draft, edit, summarize, or inform performance reviews.

While most managers reported that AI accelerated the preparation of feedback, transparency regarding its use appears low. Only 16% of non-managerial staff indicated they were informed that AI influenced their evaluation. This discrepancy may stem from concerns about negative perceptions, as prior research from Atlassian suggested that admitting to workplace AI use can sometimes backfire.

The reception of AI-generated feedback among employees is uneven. While 54% of respondents stated that feedback has become more specific and actionable, 34% found it to be more generic, and 32% described it as less useful. Researchers note that the specific application of AI matters significantly; utilizing tools to format human-written observations differs markedly from automating entire reviews based on performance data.

Beyond evaluations, the survey identified a gap in interpersonal training. Nearly one in four employees now rehearse difficult workplace conversations using AI tools. This trend arises because only 44% of workers report having managerial support for practicing high-stakes scenarios, despite 85% acknowledging the importance of such preparation.

This shift aligns with new product developments, such as Synthesia’s recent launch of Sessions. The feature allows employees to practice discussions with AI avatars and receive coaching assessments. Synthesia attributes the tool’s creation to enterprise demand for scalable training solutions that do not overextend human managerial bandwidth.

Highwire itself acknowledges a potential conflict of interest, noting that its business model focuses on human-led professional training. The company argues that certain human skills cannot be automated and that AI rehearsal should not replace direct manager-employee preparation.

Despite the mixed results, the data suggests that AI is reshaping the feedback loop in ways that both address resource gaps and risk reducing the perceived value of employee development.