Feedback: it’s one of the most talked-about yet challenging parts of workplace culture. We all recognize how vital feedback is for learning and growth, but let’s be real—it’s tough! For many Millennials stepping into leadership roles, learning how to give constructive feedback without lowering employee morale is essential yet challenging.
With Millennials now around 35 years old on average, many of us are stepping into management roles with a fresh perspective. We want to bring empathy, flexibility, and humanity to the forefront of workplace culture. But when it comes to giving feedback? It’s one area where we often hesitate.
Why is feedback so challenging, and how can we make it easier? Let’s explore the unique struggles Millennials face with feedback and dive into some effective feedback strategies to build positive work culture.
Why Giving Feedback Is Hard for Millennial Managers
Balancing Likeability with Effective Feedback
Millennials often aim to be approachable, supportive, and empathetic leaders. We want our teams to see us as both allies and mentors, but sometimes that desire to be liked creates hesitation. Finding the balance between being “the cool boss” and giving honest, constructive feedback is delicate.
Yet, this balance is crucial if we want to make feedback a tool for team growth and employee engagement. Remember, giving clear, constructive feedback doesn’t have to hurt your rapport with your team—in fact, it can build trust when done right.
No Strong Models for Empathetic Feedback
Many Millennials grew up in workplaces where feedback was direct and often impersonal. As we step into management roles, we’re striving to create supportive environments where our teams can grow. But without real-life examples of effective feedback that prioritize empathy, giving feedback can feel like uncharted territory.
The good news? We have the opportunity to redefine feedback in a way that aligns with a supportive, growth-focused workplace culture.
Meeting Gen Z’s Demand for Frequent, Direct Feedback
Unlike Millennials, who may have been content with occasional praise, Gen Z craves regular feedback. With a drive for personal and professional growth, they want to know how they’re doing consistently to feel confident and valued. Learning how to give constructive feedback without lowering employee morale can help Millennial managers meet this demand and keep Gen Z team members engaged.
Effective Feedback Strategies to Build Positive Work Culture
Start by Praising Success
When beginning feedback conversations, start with a genuine acknowledgment of what your team member has done well. Praising success helps set a foundation of trust, encouraging openness and creating a safe space for constructive feedback. Think back to when you were new in your career and how positive feedback helped you feel secure—it’s a powerful way to lead!
Address Mistakes Directly and in Real Time
When issues arise, don’t shy away from addressing them directly. The best feedback happens while the situation is fresh, helping team members connect your feedback with real, actionable changes. This approach is key to creating a culture where feedback becomes a tool for team growth and employee engagement.
By initiating a constructive, solutions-focused conversation, you show your team that feedback isn’t about criticism—it’s about improvement and support.
Frame Feedback Around Career Growth
For many Gen Z employees, feedback is seen as an important stepping stone toward their professional goals. Focus on career growth by framing feedback as a pathway to achieving their objectives rather than simply as a critique. This empowers your team to see feedback as an investment in their future success.
Embrace Not Always Being “The Cool Boss”
Being liked is great, but respect and trust are even better when it comes to effective leadership. Aim to create a balance that leans toward honesty and clarity over likability. Avoid “softening” feedback in ways that dilute its value—constructive, straightforward comments are often best received. Remember, your goal is to make feedback a tool for team growth and employee engagement, not simply to keep the peace.
Tip: Use the SBI Feedback Model (Situation, Behavior, Impact) for structure. For example: “During yesterday’s presentation (situation), you moved quickly through the slides and didn’t pause for questions (behavior). This made the client feel frustrated as they couldn’t keep up and had to backtrack (impact).” Follow up with actionable steps for improvement.
Your Turn: Simple Steps to Become a Feedback-Proficient Leader
Ask for Feedback on Your Own Style
Want to improve at giving feedback? Start by experiencing it yourself. Ask a trusted colleague for feedback on your management style. Experiencing feedback can help you empathize with your team’s perspective and make you more comfortable providing it to others.
Keep Your Feedback Model Handy
Find a feedback model that resonates with you (such as the SBI model) and keep it visible on your desk. This simple reminder will make it easier to incorporate high-quality, constructive feedback into your routine.
Reflect on How Feedback Has Helped You Grow
Think back to feedback that made a positive impact on your own growth. By remembering its value, you’ll approach feedback from a place of support and encouragement, making it easier for your team to receive it as well.
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