4 Effective Approaches for Providing Desired Feedback to Gen Z Employees

This week on The JSA Blog, we’re sharing some news based on what we are seeing in the current marketplace.

For the first time in history, we have 4 generations collaborating together in the workplace. While each generation brings unique perspective and skills to the table, this means that there are inevitably generational differences in how each group works and receives feedback. In many recent news reports, there has been a growing sentiment that managers are finding it difficult to connect with their Gen Z employees.

These managers are typically of an older generation where the workplace norms and expectations that were standard earlier in their careers is no longer applicable to the standard expected of the Gen Z employees. Sure, Gen Z workers may be the same age as the managers once were, but society, the way work gets done and many other variables have shifted dramatically in this generational gap.

According to FastCompany.com, here are 4 effective approaches for providing desired feedback to Gen Z employees:

  1. Challenge preconceptions. As a manager, it is important to take a look in the mirror and realize that the way feedback was provided to you earlier in your career doesn’t mean it’s the correct way to give feedback in the current times we are in. Societal norms have changed and Gen Z employees have different expectations and take feedback differently than people did years ago.
  2. Change your perspective. If you are a manager of the Baby Boomer or Gen X generations, perhaps you are accustomed to receiving tough feedback, dealing with it, paying your dues and putting in your time before the opportunity for advancement arises. However, Gen Z-ers are looking for managers who genuinely care about them and are invested in helping them grow and develop in their careers.
  3. Build confidence and trust. It’s important to have a transparent conversation with younger employees, perhaps during the onboarding process, about how and why feedback is given and how it impacts their potential for advancement, raises, etc. Giving Gen Z employees the chance to engage in this conversation and ask questions about the process will allow them to explore their curious nature and trust that you as a manager have been upfront with them and have their best interests in mind.
  4. Approach conversations from a place where everyone benefits and is on the same team. Feedback shouldn’t be a one way street where the manager is only looking to get the most out of their employee to help benefit the organization. Giving positive reinforcement and constructive feedback should be coming from a place where the manager is genuinely trying to help the employee grow and prosper in their career, which will also benefit the organization as a whole. When everyone is on the same page and working towards a common goal, everyone wins and feels appreciated.

For more details and to read the full article from FastCompany.com, click the link below!