WX trends: Bridging generational gaps in giving critical feedback at work

Our workplace experience (WX) trends series looks at recent news articles, videos, social media posts, and thought leadership pieces on workplace experience. You’ll also hear from our experts on what’s trending.

In today’s workforce, four generations—Gen Z, millennials, Gen X, and baby boomers—bring their communication styles and expectations to the table. Navigating this diverse landscape is critical to success at work, especially when giving feedback. 

With remote and hybrid work models further changing how we communicate, understanding how to tailor feedback for different generations is even more critical.

As workplaces become more multigenerational, communicating and providing feedback can sometimes create friction. In a Washington Post article, Giselle Kovary, head of learning and development at Optimus SBR said, “It’s less about what you want to say and more about how they need to hear it.” Each generation has its preferences when receiving feedback:

• Gen Z often prefers direct communication via digital platforms like chat or video calls.
• Millennials appreciate frequent feedback and collaborative discussion.
• Gen X may prefer a more structured approach, valuing professionalism and clarity.
• Boomers might favor in-person feedback, given their familiarity and experience with face-to-face interaction in the workplace.

Understanding these preferences can help ensure feedback lands effectively without triggering defensiveness or misunderstanding.

Focus on the facts

An article in Greater Good Magazine provided some practical tips, inspired by organizational psychologist Adam Grant and other experts, to make feedback constructive and well-received:

1. Don’t make it personal: Stick to facts and behaviors, not personality traits. This approach helps prevent defensiveness, especially across generational lines where different work styles may be a factor.
2. Explain your intention: Before delivering feedback, explain why you’re providing it. Grant suggests saying something like, “I’m sharing this because I have high expectations, and I believe you can meet them.” This type of feedback feels like an investment in the person’s growth rather than criticism.
3. Ask for permission: A simple “Are you open to feedback?” can make a difference. By asking, you give the person a chance to mentally prepare, which makes them more receptive to the conversation.
4. Make it a two-way street: Encourage feedback from them as well. By sharing your experiences, you can level the playing field. Consider saying, “I’ve learned a lot from feedback in my career, and I’d love for us to help each other grow.”
5. Address issues promptly: The sooner you provide feedback, the more relevant it feels. Waiting too long can make the situation feel outdated or disconnected.
6. Build relationships: Feedback should not just come when there’s a problem. Establish rapport over time so that when critical feedback is necessary, it feels more like guidance and less like judgment.

Feedback in today’s modern workplace

Face-to-face conversations aren’t always possible for team members who work remotely or in hybrid setups. While in-person feedback tends to be most effective—allowing for tone, body language, and immediate responses—new working methods demand adaptation. Here’s how to give feedback in hybrid or remote settings:

• Leverage video calls: When in-person isn’t an option, video conferencing is the next best thing. Seeing facial expressions can prevent miscommunication that often happens through text-based feedback.
• Follow up with written summaries: After a feedback conversation, especially virtual ones, sending a quick overview of critical points ensures clarity and serves as a reference for future improvements.
• Be mindful of tone: In hybrid settings where written feedback via email or chat might be necessary, pay extra attention to how your colleague may interpret your words. Tone can be tricky in tools like Slack, so aim for clarity and avoid language that a team member may perceive as harsh or vague.

Constructive conversations with a compassionate slant

Constructive feedback has the power to ignite growth. Whether working with a Gen Z digital native or a seasoned boomer, the key is in the delivery. Clear, empathetic, and actionable feedback helps colleagues course correct course and thrive.

As Holly Grogan, Appspace’s Chief Experience Officer, wisely notes, “In hybrid and remote environments, keeping employees connected and engaged requires a thoughtful balance of openness and compassion. Constructive feedback helps bridge the distance between team members and keeps everyone aligned—whether in the office or miles apart.”