Providing feedback is a challenging part of managing a team, whether it’s critical or positive. However, feedback is a crucial part of fostering a culture of growth and motivation.

Do you offer your advice via email or face-to-face? Should you say it how it is or mask your criticism with compliments? Should you publicly praise someone or give them validation in private? There are all important questions managers should ask when deciding how to give good feedback. And the answers to these questions change entirely depending on which generation you are working with. Specifically, they should change their approach if they are working with Gen Z and millennial workers because they receive feedback differently

In the multigenerational workplace, managers need to tailor their approach to sharing feedback based on the differing expectations of Gen Z and millennial workers.

DELIVERING CRITICISM

Gen Zers often get stereotyped as being unable to take criticism, but that isn’t true at all. They can and will take constructive criticism—as long as it’s delivered in the right way.

Gen Z has grown up having their opinions amplified and validated online. They won’t be afraid to challenge you if they feel feedback is overly critical or take offense to your tone. If you want to make sure they hear your feedback, ensure that your criticism is empathetic. Instead of saying, “You’re doing it wrong,” you might find better results by saying, “Let’s try it this way. How can I help you with this task?”

Millennials aren’t impartial to speaking up when criticism comes their way either, but research suggests they may be more receptive if it gives them something useful to work with. For instance, an area they need to improve or a vital skill that will aid their career. “You need to stop doing that” won’t get you anywhere, but “You should stop doing this if you want to achieve that” will deliver better results.

OFFERING PRAISE

Feedback isn’t just about highlighting the negatives. Both generations want praise, too. Praise motivates millennials and Gen Zers will walk away from a job if they don’t get enough of it.

However, I have found that where many Gen Zers demand constant praise, millennials only want what they feel they’ve earned. They don’t need a pat on the back simply for showing up. They want to know the effort they’re making to climb the corporate ladder isn’t going unnoticed and what more they can do to reach their ambitious goals. Complimenting them undeservedly won’t increase their motivation. It will only reduce their trust in you to deliver honest feedback and advice.

TIMING FEEDBACK

Millennials prefer to receive frequent feedback from their managers. But don’t expect them to tell you that themselves. Research shows that just 15% of millennials strongly agree that they routinely ask for feedback about their work.

On the other hand, Gen Zers will ask for feedback. Many older employees may find their need for validation excessive, but the reality is Gen Z grew up in a different world to the generations before them. They’re accustomed to having information at their fingertips whenever they require it.

One survey found that 65% of Gen Z workers want feedback at least once a week. A few words of encouragement each day might be the difference between a Gen Z employee who spends the day hard at work and one who spends it searching for a new role. One-on-one sessions are ideal for providing this support, where feedback can address both specific tasks and the individual’s overall performance and development.

MENTORSHIP

While millennials prefer informal guidance and support that focuses on their long-term goals and prospects, Gen Zers prefer a more hands-on approach. In fact, one report found that 79% of Gen Z workers want those above them to show they genuinely care about their development, both professionally and personally.

This is where coaching and mentoring can help. Pair your young recruits up with a more senior employee and let the relationship grow. They’re far more likely to accept advice from someone they’ve already connected with.

For millennials? Sure, mentorship might be useful if it genuinely helps their career, otherwise a brief email can often suffice.

ENABLING GROWTH

Offering advice is all well and good, but the next important step is to give employees the tools to put their feedback to use.

One survey found that 91% of millennial professionals state that the potential for progression is their top priority when choosing an employer. Therefore, they’re far more likely to take advice on board and make an effort to improve if they’re getting something in return, such as a development course that could help them to take the next step in their career.

Gen Zers aren’t too different in this regard. They also want to explore various skill sets, so let them experiment and try new roles—and don’t be too harsh when they make mistakes.

But whether you are working with Gen Z or millennials, the best thing a manager can do is seek out feedback of their own. It will show younger employees that you value their input, while providing vital information that helps you to tweak your approach and ensure every employee is happy in their role.