Feedback is an area where expectations and methodology vary significantly between generations. Baby Boomers and Gen X employees typically grew up with more formal, structured feedback processes, often centered around annual performance reviews. This approach values careful preparation and reflection, seeing feedback as a summative evaluation but often overlooked the valuable specificity that actually helps employees change and grow.
For Millennials and Gen Z, however, feedback is more informal and frequent; these generations are accustomed to a real-time, coaching-oriented approach. Younger employees view feedback as a vital growth tool, helping them refine skills and adapt quickly.
The assumption that younger generations require “so much hand holding” is often a mis-interpretation of this desire for regular, relational, contextual feedback.
One young man I spoke with lost a job because he didn’t receive simple feedback in real-time to change a behaviour that ended up with his termination. His frustration and anger was legitimate. His older boss had allowed the behaviour to escalate into frustration that spilled over into a bad annual review rather than relationally work to communicate and offer meaningful feedback that this young man would gladly have corrected. On the flip side, managers and leaders often struggle with the extra time that this coaching approach takes when the demands on them are already high. This is where nurturing a culture of feedback can help everyone in the organization.
4 Ways to Strengthen Feedback on Your Team
1) Normalize Frequent, Two-Way Constructive Check-ins. Rather than waiting for annual reviews, co-develop (staff and leader together) a process for informal and formal check-ins that both the manager/leader and staff member agree to. This could be weekly or monthly feedback sessions which enable staff members to adjust course as they work. Encouraging leaders to seek feedback on their leadership in these sessions is This blended approach shows that feedback is not a one-time event but an ongoing support system. This helps to satisfy younger staff's desire for real-time guidance while still allowing managers and leaders to reflect and prepare for these conversations and effectively prioritize their time.
2) Teach and Encourage Emotional Intelligence. Emotional intelligence (EI) is essential for giving and receiving feedback effectively. By teaching EI, you equip team members to deliver feedback empathetically and receive it with openness. For example, training in active listening and managing reactions helps people better understand the intent behind feedback, making it feel less like criticism and more like a learning opportunity. EI promotes self-awareness, helping everyone understand their strengths and areas for improvement.
3) Set Clear Expectations for Feedback Frequency and Style. Aligning on feedback styles and timing can prevent misunderstandings when introducing new team members or discussing feedback processes. Allow all team members to share their preferences and needs and take the time to clarify and define two or three pathways of feedback that allow for informal and formal feedback. If the staff member understands their job description well, allowing the staff member to contribute to and help define what they should be held accountable to also allows feedback sessions to be more collaborative and supportive rather than punitive or corrective. This requires both psychological safety and trust to be established in the relationship, but provides incredible environments for development and growth.
4) Train Managers, Supervisors and Leaders Coaching Skills. When managers or supervisors are promoted to these roles from front-line positions, many organization fail to include coach training in the leadership development programs for their leaders. Knowing how to effectively coach is key to transformative feedback relationships. Without this training, managers or leaders may approach their role from a teaching or oversight perspective which may come across as micro-management, lack of trust, or punitive.
Coaching skills invite managers to ask questions, listen with empathy, and empower staff members to solve challenges and face difficulty without fear of reprisal or abandonment.
Interested in developing coaching or emotional intelligence skills in your team? Reach out for a FREE 30-minute strategy Session https://calendly.com/nickistraza/strategy-call
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