04-17-2024
Generation Z, the youngest members of the workplace, has "clear expectations" about feedback, according to an article in the Washington Post. They want "timely, collaborative, empathetic and balanced" feedback from their employers. For supervisors who delay addressing issues directly or focus only on what went wrong, these young employees may move on to a workplace that works better for them.
Older generations began their careers at workplaces focused on production rather than consistent and proximate manager feedback. Gen Z wants a different approach. A recent Gallup survey of workers reflects Gen Z feels the "greatest decline in feeling cared about at work, having the chance to learn and grow, having progress discussions with their supervisors, and feeling that their opinions matter."
These digital natives grew up getting their information quickly, always able to search for answers easily online. This life experience comes with them to the workplace, where they want that same kind of access. Gen Z does view work differently — they believe previous generations sacrificed themselves for work that did not value them. This new generation wants to feel that their voices matter and that their supervisors will invest in relationships with them. Providing constructive information about how Gen Z can improve and do things differently will be more likely to create a positive impact on their work. Short, quick critiques without explanation cause more anxiety for an already anxious generation. This group pushes back on older generations that call them "lazy" or "soft." Instead, Gen Z wants to bring humanity back to the workplace. While workplaces do not have to accept these changes, young workers are more mobile and will find organizations where they are more comfortable.