What Kind of Feedback Do Gen Z Employees Expect? Approaches Tailored for the New Generation

Gen Z Has Entered the Workforce, and the Rules Have Changed

A new era has begun in HR. Gen Z, born after 1997 and known as digital natives, is now entering the workforce. With a strong focus on purpose, growth, and constant feedback, this new generation demands a shift in HR policies.

But what kind of feedback do Gen Z employees expect? And why are traditional methods no longer effective?

The Era of Annual Performance Reviews Is Over

Gen Z is accustomed to fast feedback cycles. They expect responses as quickly as a like on Instagram or a comment on YouTube. This is why annual performance reviews are no longer sufficient.

Instead, weekly or even daily feedback is what they prefer. However, this does not mean they seek constant criticism. They value development-focused, constructive comments that provide guidance and actionable solutions.

From "What's Wrong?" to "How Can This Be Better?"

When giving feedback, the focus should be on opportunities for growth rather than just mistakes. Gen Z employees find it more motivating to hear:

🚫 "This is incorrect."
✅ "If you try this approach, it could be more effective."

They expect a coaching approach rather than authoritarian management. Instead of just pointing out errors, they want guidance on how to improve. In short, they seek mentorship rather than mere criticism.

Feedback Without Technology? No Longer an Option

Gen Z is born digital. For them, it’s natural to receive feedback through digital platforms. Mobile applications that provide real-time feedback, pulse surveys to measure sentiment, or gamified development suggestions are much more effective than traditional methods.

HR tech solutions like Sorwe help bridge the feedback gap between managers and Gen Z employees. These platforms not only guide managers but also systematize the feedback process, making it more accessible and engaging for employees.

The Search for Meaning: Feeling Valued Through Feedback

For Gen Z, a job is not just about salary or career growth. They expect their work to serve a meaningful purpose and seek feedback that reinforces their contribution to the bigger picture.

Therefore, feedback should not be just about individual tasks but also about how an employee's efforts contribute to the company’s overall mission.

Recognition Is the Strongest Form of Feedback

Gen Z expects not just criticism but also recognition. They want their successes to be acknowledged, their efforts appreciated, and even small achievements celebrated.

Positive feedback builds confidence and strengthens engagement. Public recognition within a team, especially through digital platforms, is highly valued by Gen Z. They want to feel seen and acknowledged.

Changing the Culture Is Challenging—But Necessary

Building a Gen Z-friendly feedback culture requires more than just individual efforts. It demands a cultural transformation within the organization. Manager training, the integration of digital tools, and encouraging open communication are the key components of this transformation.

Let’s not forget: Gen Z employees are not just looking for a job—they are looking for meaning, growth, and impact. Companies that recognize and support this will not only attract top talent but also retain it.

Conclusion: Feedback Tailored for Gen Z Leads to Success

New-generation employees no longer accept hierarchical and one-way feedback systems. What matters to them is transparency, continuity, purpose, and appreciation. HR teams that adapt to these expectations will enhance not only Gen Z engagement but also their overall workplace culture.

Feedback is no longer just a task—it's a language of communication. And the companies that learn to speak this language will secure the future of their workforce.