(This is the third in our five-part series [Five Generations, One Team] about what it’s really like to work across five generations—and how we can make that experience a whole lot smoother together.)
Different generations entered the workforce under very different feedback paradigms. Older generations often worked under a “no news is good news” model, where silence meant you were doing fine and formal feedback happened once a year. Younger generations, raised in a highly connected digital era, often crave continuous, real-time feedback to feel secure and engaged. Bridging this gap builds trust across the board.
Tips for Managers
- Establish a feedback rhythm: Don’t wait for annual reviews. Integrate small, bite-sized feedback loops into your weekly or bi-weekly 1-on-1s.
- Ask how they prefer recognition: Some employees love being publicly praised in team channels, while others find public attention deeply uncomfortable. Keep a private note of each team member’s preference.
Tips for Colleagues
- Normalize peer appreciation: Don’t rely solely on managers to distribute praise. If a colleague of any age helped you solve a problem, send a quick note of appreciation.
- Be specific when asking for feedback: Instead of asking a vague “How am I doing?”, ask for targeted input: “What is one thing I could have done to make that presentation more impactful?”
You can find the articles in this series in HUBI’s User Corner as they are published.
