Gen Z can take criticism, but if you deliver it the wrong way, they might leave to find a workplace that connects with them better. Gen Z, the generation born between 1997 and 2012, is not composed of the sensitive “snowflakes” some say it is. Writing in The Washington Post, technology reporter Danielle April says, “Your youngest colleagues may be the newest to the workplace, but they have clear expectations about how they would like to receive feedback: It should be timely, collaborative, empathetic and balanced.” Experts who study the multigenerational workforce say things go awry when managers critique younger workers in ways that unintentionally alienate or discourage them. For example, it is often counterproductive to focus solely on what went wrong, fix their mistakes without a conversation, or deny them a chance to explain. Used to getting information with the speed of a click, a critique without explanation is likely to create self-doubt and engender the kind of burnout that increases turnover. Gen Zers who spoke to The Washington Post said they view work differently from other generations. They want to be themselves at work, feel that their voice matters, and that their managers are empathetic and will invest in relationships with them. Gen Z is only going to become a larger part of the workforce — they’re expected to comprise more than 32 percent by 2032, according to the U.S. Bureau of Labor Statistics. And they’re asking employers to respect them. Have you noticed a difference in the attitudes and preferences of Gen Z workers, and how do you approach them to raise sensitive issues? To join the conversation, click "comments" below. Learn more about creating a habit around masterful communication with our online learning courses awarded International Gold for Best Hybrid Learning of 2022.
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