Gen Z, the young adults born between 1997 and 2012, will make up 30% of the total workforce by 2030. They are typically branded “lazy”, “entitled” and “too sensitive” at work, especially when it comes to feedback. However, studies prove that the opposite is true. With the support of smart managers and workplaces, Gen Z workers can use feedback as a genuine career accelerator and harness it to highlight their strengths.
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Research has shown that Gen Z workers are not afraid to make mistakes and learn from them. 97% of Gen Z are receptive to receiving feedback on an ongoing basis or after completing a large project or task. Meanwhile, 63% say they prefer to receive timely constructive feedback throughout the year.
Feedback and guidance are clearly important to Gen Z employees. Deloitte reports that 86% of these younger workers want managers to provide mentorship and inspiration, not just oversight of daily tasks.
The Most Helpful Tools for Career Growth, According to Gen Z
Gen Z workers say they find these tools most helpful for career growth:
- On-the-job learning & practical experience: 89%
- Mentorship & guidance from experienced colleagues: 86%
- Peer learning & collaboration: 84%
- Feedback & performance reviews: 82%
- Formal training programmes: 81%
This turns the narrative that “Gen Z can’t cope with feedback” on its head. Young workers are obviously hungry for guidance, provided it’s delivered in the right way.
Tips for Employees: Use Feedback as a Career Accelerator
To stand out as a Gen Z worker in a highly competitive job market, here’s how to develop your strengths and close gaps using feedback.
Adopt a growth mindset:
- Stay curious and approach feedback with a genuine desire to learn.
- Focus on the process rather than the outcomes alone.
Seek regular feedback from the right people:
- Ask for feedback from people who can give you insights relevant to your goals.
- Be specific about the areas you want to focus on.
- Create a routine of regular feedback to track your progress.
Turn feedback into action:
- Look for patterns in the feedback you receive and use it to identify specific areas of improvement.
- Set SMART (Specific, Measurable, Achievable, Relevant, Time-Bound) goals to create clear objectives based on feedback.
- Document your progress so you can see evidence of your growth over time.
Tips for Managers: Giving Feedback to Gen Z Employees
- Gen Z grew up in a digitally dominated world, and this means they value real-time feedback and high engagement. Provide regular, ongoing feedback so employees know how they’re performing as they go. More regular (weekly or even daily) check-ins reduce stress and encourage continuous improvement.
- Rather than formal review sessions, consider using digital tools to provide real-time feedback and comments. This creates a sense of support and collaboration.
- When you do have a more formal review session, be sure to promote a two-way conversation. Encourage employee feedback by asking questions like “What tasks have you found exciting or challenging?” and “How can I help you reach your career/learning goals?”
- Focus on encouraging growth rather than discipline of “fixing” deficits. Act as a partner in your employee’s growth, rather than a disciplinarian figure. This will help your employee feel more valued and less defensive about difficult feedback.
- Gen Z values authenticity and connection. They want to be seen as whole people, with attention paid to how they are feeling and evolving, not just what they are accomplishing. Managers need to show genuine care during reviews.
- It’s helpful to give feedback that connects your employee’s work to the larger impact on the company. This can deepen an employee’s sense of purpose and connection to their coworkers.
- Be specific with your feedback and provide clear, actionable steps (e.g. if you’re giving feedback on a recent presentation, show your employee an example of a previous successful presentation that set the standard). This provides a clear roadmap for improvement and removes guesswork and self-doubt.
- Gen Z appreciates transparency, so be honest and respectful with your wording, and avoid using corporate jargon.
Giving and receiving feedback correctly takes integrity and high emotional intelligence. When employees and managers work together to turn feedback into action and growth, it creates a more productive and positive workplace.
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