Forget Just Gen Z: Turns Out Everyone Craves Feedback (Yes, Even You, Baby Boomers!)

Okay, so I just read this article, “Gen Z’s Work Mindset Is Different — 5 Lessons Your Business Can Learn From ‘Zoomers’,” and it got me thinking. The piece talks about how Gen Z – those digital natives born roughly between 1997 and 2012 – have this strong desire for regular feedback, and how businesses should adapt. And yeah, that’s definitely something I see with my students. They’re always looking for ways to improve and genuinely appreciate knowing where they stand.

But here’s the thing, and this is where the article, while insightful, kind of misses a universal truth: it’s not just a Gen Z thing! This hunger for feedback? It’s human. We all want to know if we’re doing a good job, where we can get better, and that our contributions are actually seen and valued.

Let’s break down the generations mentioned, just to be clear:

• Baby Boomers (born roughly 1946 – 1964): Often associated with a strong work ethic and loyalty, they’ve seen a lot of workplace evolution.
• Generation X (born roughly 1965 – 1980): Known for their independence and adaptability, they bridge the gap between pre-digital and digital eras.
• Millennials (born roughly 1981 – 1996): The first true digital natives to enter the workforce, often valuing purpose and work-life balance.
• Generation Z (born roughly 1997 – 2012): Grew up entirely in the internet age, digitally fluent and often focused on authenticity and social impact.
• Generation Alpha (born roughly 2013 – present): The youngest generation, whose workplace expectations are being shaped by seamless AI integration.

The article highlights that 73% of Gen Z and younger Millennials are more likely to ask for recognition several times a month compared to Baby Boomers. And while that statistic might be true on the asking front, does it mean Baby Boomers don’t appreciate knowing they’re doing well? Absolutely not! Maybe they were raised in a culture where direct requests for feedback weren’t the norm, but that doesn’t negate the intrinsic human need for validation and guidance.

Think about it. Who doesn’t feel a little boost when their boss acknowledges a job well done? Who hasn’t secretly wished for more clarity on how they can improve a certain skill, regardless of their birth year?

The article shares some great points that do resonate across the board:

• Regular Feedback: They mention that 80% of all employees who received meaningful feedback in the last week were fully engaged. See? Not just Gen Z! Whether it’s a formal review or a quick “great job on that presentation,” knowing where you stand is crucial for motivation at any age.
• Lifelong Learning: While Gen Z might be digitally native learners, the desire to grow and develop professionally isn’t exclusive to them. Every generation faces new technologies and industry shifts. Offering learning opportunities benefits everyone, from the seasoned veteran wanting to upskill to the recent grad eager to learn the ropes.
• Wellness: The focus on work-life balance and mental well-being is definitely amplified with Gen Z, but burnout is a universal issue. Who hasn’t felt the strain of presenteeism or the need for a more flexible work environment? Recognizing and addressing these needs creates a healthier and more productive workforce for all generations.
• Purpose-Driven Authenticity: Wanting to work for a company with values that align with your own? That’s not just a Gen Z thing. People of all ages want to feel like their work matters and that their employer operates with integrity.
• Personalization and Individuality: Feeling seen and valued for your unique contributions? Again, a fundamental human desire. While Gen Z might be vocal about it, everyone appreciates personalized recognition and open communication.

So, while the article provides valuable insights into the mindset of Gen Z as they enter the workforce, let’s not make the mistake of thinking their desire for feedback and a positive work environment is a generational quirk. It’s a reflection of basic human needs that transcend birth years.

The real lesson here isn’t just about adapting to Gen Z; it’s about fostering a workplace culture where open communication, regular feedback, opportunities for growth, and a focus on well-being are the norm for everyone. Because at the end of the day, we all want to feel valued, supported, and like we’re making a meaningful contribution, no matter when we were born.

What are your thoughts? Do you agree that the need for feedback is universal?