While I usually get a good laugh out of generational stereotypes like these—honestly, they’re as hit-or-miss as a daily horoscope—they aren’t completely useless. Sure, we might nudge at a "classic Boomer trait" or puzzle over Gen Z slang (why does it keep changing?). Times change, and the folks we manage do too. But does this mean we should change how we give feedback based on age? Not quite. Understanding generational trends can help, but the key is to personalize feedback to suit individual preferences, not just their birth year.
Each generation has its own vibe—they grew up in different times, with different tech, and different tunes on the radio. These backgrounds shape how they communicate and what they expect at work. Recognizing these differences isn’t about sticking to stereotypes; it’s about tuning into everyone’s unique frequency. By understanding where everyone’s coming from, we can hit the right notes in our feedback, making sure it’s not just heard but really resonates. This doesn’t just boost individual performance—it makes the whole team vibe better.
So let’s dive in, how does each generation differ when it comes to working, communicating, and getting feedback?
Baby Boomers (born 1946-1964): Known for valuing loyalty and stability, Boomers appreciate formal feedback that respects their tenure and achievements.
Structured Feedback: They appreciate clear expectations and recognition of their extensive contributions.
Leadership Roles: Utilize their vast experience by involving them in mentoring or guiding younger colleagues.
Respectful Communication: Acknowledge their achievements and demonstrate respect for their career longevity.
Example of good feedback:
At your next scheduled one-on-one meeting, add “Feedback” as an agenda item. Your communication should sound something like this, “Hi Sheryl, I really appreciate your dedication to the project. Your experience and insights have been invaluable in guiding the team through challenges. Moving forward, let’s explore ways to streamline our communication to ensure we’re aligned on goals and priorities.”
Generation X (born 1965-1980): Valuing efficiency and autonomy, Gen Xers might prefer direct feedback through emails or calls rather than lengthy meetings.
Empower Independence: They thrive on autonomy, so set clear objectives and let them take the reins.
Fact-Based Feedback: Use data and concrete examples to make your feedback more impactful and credible.
Flexible Communication: Adapt to their preferred channels, whether it's email, phone, or instant messaging.
Example of good feedback:
Give them a call and say something like “Hi Michael, I wanted to commend you on how efficiently you handled that client issue. Your ability to troubleshoot and find solutions independently is really impressive. To further enhance our processes, let’s schedule a brief follow-up to discuss any lessons learned and how we can apply them to future projects. How does that sound?”
Millennials (born 1981-1996): Craving flexibility and purpose, Millennials benefit from frequent, constructive interactions that align their personal goals with the company’s vision.
Continuous Development: Offer regular opportunities for skill advancement and career growth.
Purpose-Driven Work: Connect their tasks to broader company goals to enhance motivation.
Personalized Feedback: Tailor discussions to their individual learning styles, perhaps through real-time digital tools or informal chats.
Example of good feedback:
Send an instant message and ask when their free to chat. When you have them, say something like “Hey Sarah, I like how you integrated new ideas into the team brainstorm. Your creativity is refreshing and brings a lot of energy to our projects. I know you're interested in developing your facilitation skills, let’s explore opportunities for you to lead similar brainstorming sessions in the future.”
Generation Z (born after 1997): Digital natives who favor quick, visual forms of communication like instant messaging or video calls.
Interactive Feedback: Use tech-savvy tools to provide instant feedback that resonates with their interactive lifestyle.
Gamification: Introduce game-like elements in feedback processes to make them engaging and fun.
Purposeful Work: Help them see the bigger picture and how their work contributes to larger goals.
Example of good feedback:
“Hi Alex, your presentation skills in today’s meeting were impressive, you’ve grown a lot since you first started. Using visuals and clear examples made it easy for everyone to follow along and understand the concepts. For future presentations, let’s work on incorporating more data points to strengthen your arguments and provide even greater clarity. The more clarity people have, the easier it will be for you to launch that initiative.”
Stereotypes aside, effective feedback hinges on understanding and adapting to each team member’s unique needs and preferences. Your role as a leader is not to box individuals into generational clichés but to foster an environment where everyone feels valued and understood, enhancing overall productivity and satisfaction.
The goal isn't to apply a one-size-fits-all approach, but to be thoughtful and adaptable, ensuring your feedback is both meaningful and effective for everyone, regardless of when they were born.
Over the past 12 years, Faye has dedicated herself to transforming high-growth companies through strategic performance management and operational excellence. With a portfolio spanning 250+ companies backed by renowned investors including Andreessen Horowitz, Bessemer, and Serena Ventures, Faye brings a wealth of experience in scaling and optimizing organizational effectiveness.
Now as CEO of Almeshaan Consulting, a leading performance management consultancy, Faye leverages her extensive expertise to help companies align their teams with strategic goals, implement robust performance management systems, and navigate complex growth phases with confidence and clarity.
Interested in chatting more about how to develop your team? Book a call!
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