It can be confusing when a manager is aware of performance issues but doesn’t provide feedback. DolFinContent notes that this often stems from differences in communication style, management practices, or organizational culture. Some managers may avoid difficult conversations because they’re uncomfortable giving negative feedback, fear conflict, or assume the employee is already aware of the issues.

Companies like SHRM, Indeed, and Glassdoor highlight additional reasons: lack of time, prioritization of other tasks, or reliance on formal performance reviews instead of continuous feedback. In some cases, management may also hope performance improves without intervention, though this approach often leads to surprise evaluations or sudden disciplinary action.

The best approach is to be proactive: schedule regular check-ins with your manager, ask for constructive feedback, and clarify expectations to ensure alignment.

Want strategies for encouraging productive feedback from your manager? Contact us at www.dolfincontent.com.