There are currently almost 5 million ‘Generation Zs’ in Australia, comprising 19% of the national population. They were born roughly between 1995 and 2009 and are aged about 18-25. You might be one, work with one, or lead one.

The Future of Feedback:

By 2030, Gen Z will represent one-third of the Australian workforce. As they gradually become the largest generation in the workforce, it is important to understand the changing expectations that this generation has towards their careers and feedback as they become leaders of tomorrow.

A snapshot of Gen Z - Offering Feedback to others:

When I conducted a recent survey of the Australian workforce, I found that one-third of Gen Z respondents said they believed they were not offering enough feedback to others in the workplace.  It’s great that they have this self-awareness! Maybe part of the reason they are not offering more feedback might be linked to the fact that one-third of them report feeling clumsy when offering feedback to others.  And if they are offering feedback to others, it will most likely be Acknowledgment feedback, as 83% of them reported feeling most confident in offering that kind of feedback.

*If you lead Gen Z – share your feedback offering skills with them!

 A snapshot of Gen Z - Receiving Feedback: 

Half of Gen Z respondents believe they are receiving enough feedback in the workplace. In their opinion, two-thirds said they are receptive to receiving feedback from others.  In workshops I facilitate, this topic is usually followed by the phrase, ‘Well, it depends’.

Regarding the type of feedback that Gen Z find most useful to receive, two-thirds of Gen Z considered Guidance feedback (This is how you can improve) the most useful in improving their performance at work. It’s interesting to note that 0% found Acknowledgement feedback (This is what you are doing well) useful to receive.

What does this mean for you?
While it is interesting to take a step back and make generalizations about Gen Z, I still believe it is important to have an individual feedback conversation with every one of your direct reports (regardless of their age) so you can tailor the feedback conversations you have with them.

You might like to share this newsletter with them as a conversation starter for your ‘Warm Up’ conversation - the first part of the Feedback Fitness Framework.