It's important that managers recognize the myriad ways in which Gen Z differs from previous generations. Technology has made them accustomed to instant digital responses, and they value ongoing guidance. Instead of the annual review of old, opt for more frequent mini reviews. Offer your employees quick, informal check-ins through digital tools like Slack or Microsoft Teams to provide immediate input and prevent issues from festering. In addition to this casual interaction, hold regular formal one-on-ones. When offering feedback, be direct and specific, and focus on the actionable. Vague feedback can lead to confusion or disengagement. For example, instead of saying, “Your communication needs work,” say, “Strengthen your project updates by adding specific metrics and a clear summary of next steps.”

Frame your assessment as an opportunity to build skills, not as a personal indictment. Connect it to their career goals, and provide resources (e.g., online courses) for improvement. Lastly, keep in mind that for your feedback with Gen Z to be effective, it needs to be a dialogue, not a monologue.

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