Generational expectations about workplace norms differ widely. So you may need to adjust how you give constructive criticism.
You have a slew of options in how you deliver critical feedback at work. And depending on your generation, what you deem acceptable may vary.. Some of you think Gen Z needs to grow up and stop complaining — after all, you and your colleagues managed just fine. Others applauded Gen Z’s demand for more constructive delivery and pointed out that all generations want feedback that is timely, collaborative and balanced, even if the youngest are perhaps becoming the most vocal.
Resist the idea that how you expect to give and get feedback is the same for everyone, said Megan Gerhardt, a professor at Miami University and author of “Gentelligence: A Revolutionary Approach to Leading an Intergenerational Workforce.” Instead, think about how a person might expect to give or receive feedback and work backward. That way you can deliver criticism in a way that will be heard and absorbed.
If the only time a colleague or employee hears from you is to hear what they’ve done wrong, the feedback could be taken much more harshly than intended, experts agree. Acknowledging someone’s experience, perspectives and efforts can go a long way in creating a connection and relationship of mutual respect. That may make it easier for someone to hear critical feedback, as they’ll know the intention is good, Gerhardt said.
For some, giving negative feedback is hard, and they may need a little push. So if you’re not getting enough feedback, you can frame it in a way that’s digestible, Kovary said. For example, you could say, “On a scale from 1 to 10, how did I perform? And what would I have needed to do to be a 10?” “Feedback is like a piece of gum,” Aguas said. “You pop it in your mouth, you chew on it, and then you move on.”
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