Feedback
“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. But if you wait weeks or months to address an issue, fix their mistakes without a conversation or focus only on what went wrong, they just might leave to find a workplace that connects with them better.”
~ Danielle Abril
Gen-Z is soon going to be a third of the American workforce. Leaders who want their team members to be motivated and engaged (and to stay on the team), should give them frequent feedback. But that feedback needs to be framed properly!
It’s not “YOU did this WRONG.” It’s “this needs correction, and here is how we do it, and here is why we do it this way.”
The leaders who make sure to give this feedback promptly, frequently, and sensitively will have a motivated workforce. In fact, your team might pick up a few talented new hires from the teams of leaders who didn’t choose to give this type of feedback, because Gen-Zers are unlikely to stay with a supervisor who they feel doesn’t respect them or doesn’t give them opportunities to grow and improve.
(full article: https://wapo.st/4aIXXZz)