The Feedback Gap: Why Gen Z Need Feedback and How Your Line Managers Can Provide It

Research has found that 73% of Gen Z employees said they are more likely to leave an organisation if they don’t receive frequent feedback and communication from their managers, compared to only 52% of non-Gen Z employees.

Is feedback culture a new phenomenon? No, but studies claim that Gen Z workers value feedback more than the generations that have preceded them. They want to know how they are performing, what they can improve, and how to grow in their careers, and also need their feedback to be specific, constructive, and frequent. In fact, 60% of Gen Z respondents said they prefer feedback at least weekly, compared to 40% of millennials and 30% of Gen X employees.

Their preferred 60% is well above the average 15% of employees of all ages who have a regular weekly check-in with their manager to discuss performance, as the vast majority of employees (76%) reportedly only check in once per month or less.

Why is feedback so important to your Gen Z employees?

As the youngest generation in the workforce, it’s understandable that this age group will have different expectations and preferences than their older counterparts, but there are several external contributing factors to Gen Z’s hunger for feedback in the workplace:

• Feedback helps Gen Z align their work with your organisation’s goals and values. As a values-driven generation, Gen Z are passionate about making a positive impact, and they want to work for organizations that share their vision and purpose. Feedback can help them understand how their work contributes to the bigger picture and how they can align their actions with your organisation’s culture and standards.
• Feedback helps Gen Z develop their skills and competencies. Gen Z have been clear that learning is an essential consideration for them at work: In fact, 76% of Gen Z desire more opportunities to learn or practice new skills at work. This generation are eager to learn new things and grow their careers, and feedback helps them identify their strengths and areas for improvement.
• Feedback helps Gen Z feel valued and recognised. Like the generations before them, Gen Z understandably crave recognition and appreciation for their work, and they want to be rewarded for their efforts and achievements. Consistent feedback helps them feel that their work is noticed and appreciated, and that their manager cares about their well-being and success.

Are your managers equipped to provide feedback properly?

Not all managers are equipped to provide the feedback that Gen Z employees need. While it’s true that line managers may lack the time to give feedback consistently, some may only wait for structured feedback points such as annual performance reviews before giving feedback, and some may even avoid giving feedback altogether, fearing negative reactions or conflicts.

But not giving consistent, structured feedback can have serious consequences for both your managers and their Gen Z line reports. Without feedback, your early talent cohorts are missing on key opportunities to improve their performance, learn from their mistakes, and grow in their roles. They may feel frustrated, demotivated, or disengaged, and crucially could lose trust in their managers or your organisation at a time where trust in leadership has disproportionate impact on people engagement and retention.

The good news? Giving great feedback, like most great leadership qualities, is a learned skill that takes practice, motivation, and the right tools. Here are three ways your line managers can provide better feedback for their Gen Z line reports:

1) Keep it consistent:

• Consistent conversations about performance are the rocket fuel for building high-performing early talent.
• Upskill your line managers in having feedback conversations – the good, the bad, and the ugly – regularly and frequently, not just when things go wrong.

2) Keep it specific:

• The secret to giving great feedback is sticking to facts. Describe what you saw. If your line managers lead with evidence, the “ah ha’s” will follow.
• Remember to always plan ahead. Remind your line managers to never lead a feedback conversation when emotions are heightened. To be a feedback ace, pick a suitable time and place.

3) Keep it constructive:

• Always evaluate together. The goal is to generate insight through a discussion of the facts. When you agree on what helped and what hindered, plot a path forward.
• Feedback should be a two-way street – particularly for Gen Z employees, who are happy to use their voices to question the status quo at work. Teach your Line managers to create a collaborative dialogue.

Not sure how to equip your managers with the tools they need?

Our Line Manager Toolkit uses science, human-centred principles and practical case study examples to explore solutions that equip your line managers with the right tools to cater to Gen Z’s unique challenges and needs, and help set them up for long-term success in their new roles.

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