Cross-Generational Feedback: Navigating Effective Communication from Gen Z to Boomers in the Workplace

Tailoring how you deliver constructive criticism based on generational differences can greatly enhance its effectiveness. For instance, younger generations may appreciate more frequent and informal feedback, delivered in a collaborative and supportive manner. On the other hand, older generations might prefer a more formal approach with specific examples and actionable steps for improvement. Understanding these nuances and adapting your communication style accordingly can foster better relationships and productivity in the workplace.

Understanding and respecting the diverse perspectives on critical feedback across generations is crucial for fostering a positive and productive work environment. While some may view Gen Z's expectations as excessive, others recognize the value in their emphasis on constructive delivery. Ultimately, effective management practices should cater to the needs of all generations in the workforce. With multigenerational teams becoming increasingly common, adapting communication styles and behavioral norms to accommodate diverse viewpoints is essential for success. Navigating these differences with empathy and flexibility can promote collaboration and mutual understanding among colleagues.

Giselle Kovary, a generational expert and head of learning and development at Optimus SBR, highlights the importance of grasping generational disparities, particularly in delivering critical feedback, to ensure its effectiveness. She emphasizes the significance of tailoring the message to suit the recipient's preferences rather than solely focusing on the sender's intentions. Here are some expert suggestions for giving and receiving critical feedback.

‍The Importance of Understanding Your Audience Across Generations

To effectively communicate with someone and ensure the message resonates, it's important to consider the norms of the individual you're engaging with.

Megan Gerhardt, a professor at Miami University and author of "Gentelligence: A Revolutionary Approach to Leading an Intergenerational Workforce," advises against assuming that your expectations for giving and receiving feedback align with everyone else's. Instead, she suggests understanding how a person typically prefers to give or receive feedback and adjusting your approach accordingly. This approach allows you to deliver criticism in a manner that is more likely to be received and understood.

For boomers, it's important to acknowledge their experience and respect their expectations regarding formal processes, according to Jake Aguas, a professor at Biola University and author of "Generation Z and the Covid-19 Crisis." Gen X individuals typically value transparent, direct communication with an emphasis on autonomy. Millennials often prioritize inclusivity and may prefer a more informal coaching or mentorship style of feedback. Members of Gen Z, on the other hand, appreciate being involved in finding solutions and seek personal investment from those providing feedback.

Adapting your strategy based on generational differences is key. For instance, Gerhardt suggests approaching boomers with curiosity, using phrases like, "Can you help me understand why things are done this way?"

Gerhardt compares this approach to traveling to a different culture, where one is aware of differing norms and perspectives. When interacting, one must work harder to prevent misunderstandings and ensure effective communication.

‍Anticipating Generational Dynamics in Feedback Delivery

Giselle Kovary advises planning what you want to convey, how to convey it, and what outcome you're aiming for. Avoid improvising, she emphasizes.

Jake Aguas suggests honing your emotional intelligence skills, being mindful of your own reactions and how others might perceive them. You can enhance this skill by practicing giving feedback to friends and family members from various generations. Ask for their perspectives on workplace procedures or how they would respond to specific critiques, but refrain from passing judgment on their answers.

Building Relationships to Enhance Feedback Dynamics Across Generations

Before delivering critical feedback, it's essential to establish a supportive relationship with the individual. If the only interactions are centered around pointing out mistakes, the feedback may be perceived more negatively. Building rapport by acknowledging the person's experience, perspectives, and contributions fosters a connection based on mutual respect. This can make it easier for the recipient to accept critical feedback, knowing that it comes from a place of goodwill.

Both managers and employees can set clear expectations regarding feedback. This might involve discussing preferred communication styles, frequency of check-ins, or the format of feedback sessions. By proactively addressing these expectations, individuals can create a more constructive feedback environment.

Cultivating Two-Way Feedback Across Generational Divides

Approaching every conversation with the mindset of being open to receiving feedback is crucial. Even if you have specific points to deliver, it's essential to prepare for a two-way dialogue. Actively listening, observing body language, and validating the other person's perspective are all vital aspects of effective communication. Paraphrasing what was said ensures mutual understanding and helps build rapport.

If you find yourself in the position of receiving feedback, even if it's not explicitly welcomed, Aguas suggests a non-threatening approach. Simply expressing your desire to share your perspective respectfully can open the door for constructive dialogue. Asking for permission before offering feedback demonstrates a willingness to collaborate and shows respect for the other person's perspective.

Ultimately, all workers seek respect, connection, agency, and autonomy in their workplace interactions. Demonstrating a collaborative mindset can foster a positive environment for communication and feedback exchange.

Promoting Open Communication by Inviting Feedback Across Generations

When feedback isn't forthcoming, it's essential to take initiative and seek it out. For individuals hesitant to provide negative feedback, offering a gentle nudge can be helpful. You can frame your request in a way that encourages honest communication, such as asking for a rating on your performance and specific areas for improvement.

Managers, in particular, should actively seek feedback from their team members. Asking questions like, "How can I better support you in your role?" or "What activities do you find most engaging?" can provide valuable insights. Additionally, inquiring about any actions that may have impacted trust helps foster open communication and trust within the team.

Throughout these feedback exchanges, it's crucial to detach the feedback from the individual and focus solely on the work at hand. This approach encourages constructive dialogue and helps maintain a positive working relationship.

Keeping Feedback Constructive and Impersonal Across Generations

When receiving critical feedback, it's crucial to pause, take a breath, and reflect before reacting emotionally. Remember, the intention behind the feedback may differ from its impact, so try not to take it personally, according to experts.

Comparing feedback to a piece of gum that you chew on and then move past can help put it in perspective. If the feedback bothers you, consider asking for clarification to gain a better understanding of its goals and context. Questions like, "Can you help me understand the purpose of this feedback?" or "How does this feedback compare to others at my career stage?" can provide valuable insights.

Avoid jumping to conclusions, as differences in generational norms may affect the intended message. Being open and vulnerable in how you receive feedback can also foster a more productive exchange. Additionally, requesting time to process and respond can help you approach the situation with a clearer mindset.

When giving feedback, aim to start and end the conversation with a sense of mutual understanding. Approach the discussion as an opportunity for growth and ensure alignment by confirming that both parties are on the same page.

Encouraging Continuous Improvement Through Feedback Across Generations

Above all, it's essential to acknowledge that there's always room for growth and improvement.

When providing feedback, aim to make it specific, measurable, action-oriented, timely, and focused on results. And equally important is being open to receiving feedback yourself. These are areas where all generations can strive to improve, according to Kovary.

As Gerhardt emphasizes, feedback processes don't have to adhere to traditional norms. Embracing a mindset of continuous improvement and adaptability can lead to more effective communication and professional development across all generations.

Source: Washingtonpost‍