73% of Gen Z employees say they will quit if their manager doesn’t provide them with regular feedback, a survey from StaffCircle found.
But are they really going to do so? You know Gen Z, they have a mind of their own, and on top of that, they actually are strong keepers of their word. So yes, they really might go through with it.
These youngins are ready to pack up and wave goodbye, should their superiors fail to provide them with regular acknowledgement or encouragement. But how can we initiate these feedback sessions? Fasten your seatbelts; we’ve got the skinny on this.
Frequent feedback can be especially helpful for people who started working during the pandemic and are still getting used to proper in-person workplace behaviour. Vicki Salemi, a career specialist at Monster, tells CNBC Make It that it’s also essential for creating your career.
Wrapping our minds around Gen Z’s feedback cravings
These young guns were born into the internet era and are used to being connected all the time. They don’t believe in the once-a-year feedback cycle; instead, they demand input on a regular basis and consider it to be a guide for their own personal development.
Make it feel like a chat, not a conversation with HR
Establish a relaxed environment for candid conversations at work. You want your Generation Z team to feel comfortable enough to voice their opinions. Let them know that your door is always open, break the ice, and de-formalise everything.
Employees of the Gen Z generation are curious about their status and performance. Give them regular comments on their efforts and development. In your feedback, be detailed and helpful, emphasising both their areas of strength and growth. Moreover, give them progress reports so they can see exactly how their efforts fit into the organisation’s overall objectives.
Ground rules for expectations: A workplace win-win
Guessing games are no fun, are they? Especially when it’s about your performance. Clearly state your expectations right away. Make sure you are clear about your objectives, performance standards, and definition of success. It serves as a conversational road map.
Establishing clear expectations for performance and behaviour is the first step in the performance management process. This includes outlining each team member’s roles and responsibilities, the objectives they are expected to meet, the KPIs you will use to track their progress, and the expected standards of behaviour.
When expectations are defined clearly, you have a standard by which to assess success and your team members know exactly what is expected of them to succeed in their positions.
Ditch the annuals, embrace the regulars
Gen Z wants an ongoing pow-wow, so forget about annual performance assessments. Decide on a rhythm: weekly, biweekly, monthly. By addressing issues in real time, these frequent check-ins keep things updated.
Feedback and ongoing improvement are made possible by performance analysis. Through consistent examination of performance data, both individuals and organisations may evaluate their advancement and modify their tactics as needed.
A software development team, for instance, can find areas where their product needs to be improved by examining customer input and performance indicators. Performance is continuously improved and fulfils the required criteria thanks to this iterative process of analysis, feedback, and improvement.
Mix the feedback flavours; include both positive and constructive
Add some spice to your recipe for feedback. Celebrate their victories as well as the things that are to be improved. Achieve a harmonious equilibrium between praising a job well done and suggesting ways to improve it. Positive vibes, people!
“Success can beget success, and celebrating at work helps to build momentum, improve morale, and make the hard times feel all the more worth it”, says Andy Parker, Head of Marketing at Leapsome.
Similarly, according to a recent study, 37% of workers believe that receiving personal acknowledgement motivates them to perform better at work. Furthermore, an examination of 1.7 million employee survey replies revealed that those who experience a sense of recognition at work are 2.2 times more inclined to contribute novel concepts and inventive ideas.
In the opinion of 52% of workers, “a culture that encourages feedback, goal-setting, and learning” is one of the main reasons they want to stay at their current employment, according to Leapsome’s 2023 State of People Enablement Report.
Tech it up for the tech-savvy
Smartphones have been a part of Gen Z’s hands since they were practically born. Take advantage of technology. Quick, tech-savvy input can be obtained by using tools, applications, or good-old instant chat.
As this generation is technologically mature, using technology to gather input can be quite successful. Provide feedback as soon as possible by utilising instant messaging apps, performance management software, and collaboration tools. Particularly in scattered or remote work environments, technology can help close communication gaps.
Let’s reflect, shall we?
Make feedback a collaborative endeavour. Urge the members of your Generation Z team to evaluate their own work. They see it as a small self-evaluation that supports their growth mindset.
Feedback needs to be a two-way street. Encourage Gen Z workers to give feedback not only to their supervisors but also to their peers. Push for an atmosphere of candid communication where people are at ease expressing their opinions. Fostering a culture of ongoing development and reciprocal learning improves Gen Z employees’ overall feedback experience.
Not one size fits all, so personalise it
The truth is that not everyone has the same taste in feedback. While some people live on praise, others adore direct criticism. Learn about your team, personalise your criticism, and watch them succeed.
Be aware that not every Gen Z worker will react to criticism in the same manner. While some people might do better with straightforward, constructive criticism, others would do better with encouragement. Recognising personal preferences guarantees that feedback is well-received and has a significant effect.
Link feedback to career adventures
For Gen Z, advancing in one’s career is what they’re all about. Link the feedback you provide them to their goals, like career advancement and learning new skills; basically, the full nine yards. It demonstrates to them your interest in their long-term path.
So there you have it folks, a crash course on how to have productive conversations with Gen Z employees. Let’s keep it lighthearted, do away with annual reviews, add some optimism, embrace technology, and link feedback to future career goals. By doing all this, you’ll foster a culture of growth and development among your Gen Z employees and keep your stars happy. Here’s to more feedback sessions and productivity!
(Tashia Bernardus)