Dear Monsters,

I recently spoke to a manager in a large multinational organization that is a people leader for a large team. She was appalled by her most recent performance review with a GenZer.

“I told him he has lots of things to improve… 90% of things more precisely.” she gasped. ‘’But I didn’t see that he understood the gravity of what I was telling him. He took it way too lightly… and I don’t think he realizes he could lose his job.”

“Did you tell him this directly?” I asked

“I mean… I didn’t spell it out for him… but, he should get the message, right?”

Oh yes, the good old generational misunderstandings around feedback, I thought.

Dear Monsters, don’t get me wrong. Giving feedback is not something that we need to re-invent just because there are Monsters on every corner in every office across the globe. But we do have to admit that the new generations tick in a different way than the current people managers do. This makes it very challenging for them to relate to their new employees and to lead them effectively. In today’s fast-paced professional landscape, the ability to provide effective feedback is paramount in fostering personal and organizational growth, ultimately driving impact and that change we are all longing for.

However, communication styles tend to change with time and so does the way how to provide feedback. The issue is that most of the things we know about feedback come from the times when Boomers were the largest generation in the workplace. Back then, the “Crappy Sandwich” was considered to be the pinnacle of the feedback-giving culture.

Why crappy, you may ask? Well, the misconception that constructive criticism should be cushioned between layers of praise, known as the “sandwich,” often yields counterproductive results. I have seen this backfire with both the younger and the older generations.

Baby Boomers and GenXers, accustomed to this approach get skeptical whenever they receive positive feedback. Their eyes zooming left to right, waiting for something terrible to hit them. They were taught to “read between the lines” and to look for subtle hints from their managers. More often than not, the negative feedback doesn’t arrive at all, but they still remain suspicious and insecure.

With young generations, I observe the opposite. Millennials and GenZers are used to chats, emojis and reels, and short and snappy communication. They expect to get what they see, and the “sandwich” disguises the very thing they that must be obvious – where they must improve.

Effective feedback follows a structured approach that centers on observation, impact, active listening, and providing actionable suggestions for improvement. Here is a step-by-step guide to ace the feedback game:

1. Observation: Begin by describing the situation or behavior you observed, focusing on specific, factual details to provide clarity and context. Use concrete examples to illustrate your point and ensure that your observations are based on objective evidence rather than subjective assumptions.
2. Impact: Articulate how the observed behavior or situation has affected you or the team. Share your emotional or professional response, emphasizing the significance of the observed actions on the project’s progress, team dynamics, or overall organizational objectives.
3. Listening: Encourage a two-way dialogue by allowing the recipient to reflect on the feedback provided. Ask open-ended questions to ensure that the individual comprehends the feedback and its implications. Consider whether similar feedback has been communicated before and whether it has resulted in any noticeable improvements.
4. Suggesting: Offer practical and constructive suggestions for improvement, emphasizing specific actions that can be taken to address the identified areas of growth. Provide guidance and support, ensuring that the feedback recipient feels empowered to implement the suggested changes effectively.

By adopting this approach, you can facilitate a feedback culture that prioritizes clarity, empathy, and constructive guidance, leading to tangible personal and professional development.

But wait, this is not all. There is another aspect that will help you to tweak your feedback in intergenerational teams. Let’s explore strategies for giving impactful feedback while considering the unique characteristics and communication preferences of each generation.

1. Baby Boomers (born 1946-1964): Boomers value direct and respectful communication. They appreciate feedback delivered in person, highlighting specific achievements and areas for improvement. They respond well to recognition of their contributions to the organization and appreciate feedback that reinforces their experience and expertise. Don’t go overboard, they are absolutely fine with getting feedback once a year.
2. Generation X (born 1965-1980): Gen Xers value autonomy and appreciate straightforward feedback that acknowledges their independence and problem-solving capabilities. They prefer a balanced approach that recognizes their individual contributions and the impact of their work within the broader context of the organization’s goals. Don’t sugarcoat it, Xers love to hear what they could do better and if you don’t provide them with areas of improvement, they will question the quality of your feedback whatsoever.
3. Millennials (born 1981-1996): Millennials respond well to frequent, informal feedback that emphasizes personal and professional growth. They value regular communication and seek feedback that is constructive, transparent, and tied to their long-term career development. Millennials appreciate a coaching approach that focuses on their strengths while providing guidance for improvement. With them, it is okay to micromanage at the very beginning. They like to be given prompt guidance until they learn how to do the job independently.
4. Generation Z (born 1997-2012): Gen Z likes immediate and direct feedback that is actionable and specific. Gen Z values feedback that acknowledges their tech-savvy nature and encourages innovation. They like to be an equal and valued member of the organization, although they might lack the years of experience. And don’t worry if you give them feedback via chat. They won’t mind, but would prefer it.

So there it is, Monsters. Tailoring feedback approaches to the specific needs and characteristics of each generation not only strengthens interpersonal relationships but also fosters a positive and supportive work environment that fuels individual and organizational success.

Effective feedback is not a one-size-fits-all approach. But I am sure you knew this already, didn’t you, my dears?