Hi Reader,

A manager recently told me: "I had a great Gen Z employee. Smart, capable, creative. But every time I gave feedback, they got defensive. Eventually, they quit."

When I dug deeper, here's what I discovered...

The Feedback That Backfired

The manager's feedback: "Your presentation was good, but you need to work on your executive presence."

Seems reasonable, right?

Wrong. To Gen Z, this feedback is essentially useless. Here's why:

1. "Good" tells them nothing actionable
2. "Executive presence" is subjective and vague
3. There's no clear path to improvement
4. It feels like criticism disguised as development

What Gen Z Actually Heard

"You're not good enough, but I'm not going to tell you specifically how to get better."

No wonder they got defensive.

The Science Behind the Disconnect

Research from the Center for Creative Leadership shows that Gen Z employees prefer feedback that is:

• Specific (not general)
• Immediate (not delayed)
• Action-oriented (not evaluation-focused)
• Growth-focused (not deficit-focused)

But here's the kicker: 78% of managers deliver feedback in exactly the opposite way.

The Gen Z Feedback Formula

Instead of "Your presentation was good, but you need to work on your executive presence," try this:

"Your data analysis in the presentation was thorough and well-researched. For next time, try making eye contact with three specific people in the room during your key points, and pause for 2 seconds after your main conclusions. This will help the executives process your recommendations and see you as a strategic thinker."

See the difference?

• Specific praise
• Concrete actions
• Clear connection to career growth

Why This Matters More Than You Think

When managers get Gen Z feedback wrong, it doesn't just hurt performance – it triggers their flight response. Unlike previous generations who might stick around despite poor management, Gen Z has options. They're digital natives who can find new opportunities faster than you can say "LinkedIn."

The cost? According to Gallup, replacing a Gen Z employee costs between 50-200% of their annual salary.

Your Weekly Challenge

This week, before giving any feedback to a Gen Z team member, ask yourself:

1. Is this specific enough that they know exactly what to do?
2. Am I connecting this to their growth goals?
3. Would I want to receive this feedback?

The Plot Twist

Here's what's fascinating: When managers start using Gen Z-preferred feedback styles, their Millennial and Gen X employees love it too. Better feedback benefits everyone.

Coming Next Week

I'm revealing the workplace perk that Gen Z values more than salary increases (and it costs your company almost nothing to provide).

Keep evolving,

Dr. Colleen

P.S. If you're thinking "This seems like a lot of work to manage one generation," you're not alone. But here's the truth: Gen Z will make up 27% of the workforce by 2025. Learning to manage them isn't optional – it's business critical.