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“Why do they need feedback so often?”
This question, asked by a senior executive during one of my leadership coaching sessions, perfectly captures a common challenge in today’s workplace. Generational differences in feedback preferences shape how leaders connect with their teams, especially as Gen Z reshapes workplace dynamics.
As a leadership coach, I’ve guided many leaders through this shift, helping them navigate a workforce that values consistent, actionable feedback. The key isn’t overhauling leadership styles but refining them to align with the needs of younger employees while maintaining organisational balance.
Understanding the Gen Z Feedback Mindset
Gen Z, born between 1997 and 2012, approaches feedback as an essential tool for growth. They don’t see feedback as criticism but as an opportunity for continuous improvement.
Key Traits of Gen Z Feedback Preferences
- Timely and Frequent: They appreciate regular check-ins rather than waiting for formal reviews.
- Growth-Oriented: Feedback is seen as a pathway to personal and professional development.
- Honest and Direct: Clear, actionable insights resonate more than vague statements.
Strategies for Adapting Feedback Styles
Adjusting your feedback approach for Gen Z doesn’t mean abandoning your leadership principles. It’s about evolving to create an environment that fosters trust, engagement, and growth.
Create a Feedback Rhythm
Benefits of Frequent Feedback
Gen Z thrives on consistent communication. Establish a cadence of regular feedback sessions to address their needs while keeping the process manageable.
Practical Tip: Transition from quarterly reviews to more frequent one-on-one check-ins. Use these meetings to discuss progress, address challenges, and set clear expectations.
Shift from Critique to Collaboration
Collaborative Feedback in Action
Feedback isn’t a one-way street. Engage in conversations that involve the team member’s perspective, making feedback collaborative rather than directive.
Example: Ask questions like, “How do you feel about this approach?” or “What support do you need to improve in this area?” This fosters a sense of ownership and partnership.
Focus on Strengths-Based Feedback
Building Confidence Through Strengths
While addressing areas of improvement is necessary, emphasising strengths builds confidence and motivation.
Practical Tip: Start feedback sessions by highlighting accomplishments or positive behaviours. Follow with constructive insights framed as opportunities for growth.
Build Psychological Safety
Creating a Safe Feedback Environment
Gen Z engagement requires creating an environment where team members feel safe sharing their thoughts and receiving feedback openly.
Practical Tip: Be transparent about organisational goals and decisions. Encourage open dialogue and model vulnerability by sharing your experiences with growth and learning.
Lessons from Real Leadership Challenges
Case Study: A Feedback Transformation
A seasoned manager in one of my coaching sessions, Raj, faced significant resistance from his Gen Z team. They perceived his feedback as overly critical and demotivating.
Together, we worked on implementing these strategies:
- Shifting from annual reviews to weekly touchpoints.
- Using a balanced feedback approach that combines strengths and areas for growth.
- Creating open discussions to involve team members in the feedback process.
The result? Raj saw a noticeable shift in team morale and productivity. His Gen Z employees felt valued and motivated, and Raj strengthened his leadership presence.
Bridging Generations Through Feedback
Feedback isn’t just about improving performance; it’s a tool for building relationships and trust. Here are additional tips to refine your feedback approach for Gen Z:
Recognize Effort and Achievement
Gen Z appreciates acknowledgement of their contributions, no matter how small. Celebrate milestones and progress to keep morale high.
Foster a Growth Mindset
Encourage your team to view challenges as opportunities to learn. Highlight how feedback supports their long-term career goals.
Personalize Your Approach
Tailor feedback to individual team members. Understanding their unique motivations and strengths enhances engagement and ensures your feedback resonates.
Why Adapting Feedback Styles Matters
The workplace is evolving, and so must leadership. By adjusting your feedback approach, you:
- Build more substantial, more connected teams.
- Improve employee engagement and retention.
- Foster a culture of continuous development and innovation.
Gen Z employees bring fresh energy and ideas to the workplace. As leaders, it’s our role to nurture this potential and align their growth with organisational success.
Final Thoughts: Leadership Through Connection
Navigating generational feedback preferences isn’t a challenge; it’s an opportunity. By understanding and adapting to Gen Z’s needs, leaders can create dynamic, collaborative teams where every member feels valued and empowered.
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