Providing clear feedback regarding job performance could be a key to employee retention, according to the results of a recent survey from the Textio platform.

“We clearly established that poor or insufficient feedback leads to employee attrition,” Textio CEO Kieran Snyder and Operator Collective founder and CEO Mallun Yen wrote in Forbes. “Additionally, our finding shows that not all feedback is equal — and that not all employees are equal in the feedback they receive.”

According to the survey results, employees who receive low-quality feedback are 63% more likely to leave their organizations compared with employees that receive high-quality feedback.

“One part of giving effective feedback is providing clear expectations and success criteria. Remarkably, 61% of individuals intending to stay had a clear understanding of their work expectations, while only 21% of those planning to leave did,” Textio Senior Content Marketing Manager Kimberly Anderson-Mutch wrote in a blog post.

“These findings highlight the connection between the quality of feedback received and employee retention,” Anderson-Mutch added.

Low-quality feedback often reflects gender and racial biases, according to the company. For example, women and people of color consistently receive more lower-quality feedback than white men; consequently, women and people of color are more likely to leave the workplace within a year, Textio said. Seventy-one percent of women responding to the survey said that they understand what is required of them to earn their next promotion; the finding was 83% for men responding.

Language bias also plays a role in low-quality feedback, according to the report. Men are referred to as “ambitious” twice as often as women are, whereas women are described as “helpful” twice as often as men are.

Hispanic people are deemed “passionate” twice as often as their white counterparts, “potentially reinforcing racial stereotypes,” Anderson-Mutch said. “Meanwhile, white employees are described as ‘easy to work with’ twice as often as Asian employees.”

“These findings further underline the pervasive nature of language bias in performance feedback and its potential to perpetuate harmful stereotypes and unequal treatment within the workplace,” she added.

The bottom line, according to Textio, is that employees who don’t receive direct, actionable feedback are significantly more likely to leave their roles in a shorter amount of time.