Why are so many managers saying that Gen Z needs constant praise? Are they right? Is managing Gen Z employees really that difficult? Some seem to think so. In fact, according to a recent survey of 1,050 U.S. managers, conducted by Resume Templates, 76% who oversee Gen Z employees honestly believe that this generation needs more recognition than their older counterparts. Furthermore, 71% of respondents also believe that their Gen Z employees expect praise for meeting the most basic expectations, and 58% of those managers believe that this generation still wants praise even when they fall short.
Now, is this desire for positivity necessarily a bad trait? Absolutely not. I think most managers want to create a healthy workplace that’s a positive experience for their workers. In fact, according to the above survey, 6 in 10 managers say that Gen Z’s performance significantly improves when they receive praise and validation. But let’s be honest. It’s not easy being positive 24/7.
In fact, constantly praising your Gen Z employees can become impractical and downright exhausting. But what’s the alternative? When, according to the survey, 38% of managers say Gen Z employees have called out sick the day after being given feedback, and 27% say they’ve quit, many who oversee Gen Z don’t feel like they have a lot of options. Perhaps that’s why almost 18% have contemplated quitting their job, specifically because of the added stress of managing Generation Z employees.
Managers Feel Like They Have To Tip-Toe With Gen Z
Intelligent.com surveyed 1,000 U.S. managers who oversee Gen Z employees, and here’s what they found:
- Two-thirds of these leaders have altered their management style to accommodate Gen Z reports, and 75% say this age group requires more time and resources.
- Half of the respondents report that Gen Z employees cause tension among the other generations in the workplace.
- 27% of managers say that they would avoid hiring Gen Z if possible, and half of them have fired a Gen Z worker already.
Now, these statistics are not surprising, especially when 7 in 10 managers liken supervising their Gen Z employees to babysitting or parenting. But if we stop here, we’ll never see the whole story.
Look, I get it. It’s understandable why so many managers are frustrated by this generation. But, here’s the thing: Gen Z isn’t going anywhere. In fact, by 2030, Gen Z will make up about 30% of the U.S. workforce. So, instead of finding their desire for positive feedback problematic, maybe we need to see it from a different perspective. And that’s precisely what I found after reaching out to numerous experts who regularly manage Gen Z employees. Many of whom proposed that Gen Z isn’t looking for constant praise at all. In fact, according to many of the experts that I spoke with, Gen Z is looking for so much more. And if we’re willing, we should partner in their search. Because, when you think about it, a more positive workplace isn’t necessarily a bad thing. In fact, maybe it’s precisely what we need right now.
Experts Weigh In On What Gen Z Actually Wants
I recently asked a few experts if they thought that Gen Z was addicted to praise, and interestingly, many of them believed that Gen Z’s preference for positive feedback was actually a good thing. In fact, Steve Morris, founder and CEO of NewMedia.com, said, “Having managed digital teams of four generations, including hundreds of Gen Zers building and marketing for Fortune 100 clients, I can tell you there’s a big disconnect between the reports about Gen Z and what actually motivates them at work. Here’s what it looks like on the ground. Gen Z isn’t ‘addicted to praise’; they’re eager for feedback to help them improve.”
Casey Halloran, co-founder and CEO of Costa Rican Vacations, who also manages teams across generations and employs a large and increasing number of Gen Z staff, both locals and expats, agrees with Morris. In fact, Halloran presents his own perspective on the Resume Template survey and says, “Regarding the stats cited in the study, I wouldn’t say they ‘need constant praise’ so much as they want quick, clear feedback. Gen Z grew up in a world of instant info, so waiting months for a performance review doesn’t work for them. When they get recognition in real time, or politely worded course-correction, they adjust quickly and serve our clients better.”
And lastly, Jenna Rogers, founder of Career Civility, a Chicago-based communications consulting firm that works with professionals and companies to tackle intergenerational communications, suggests, “While managers may perceive Gen Z as needing praise, what they really need is connection, mentorship and support.”
Gen Z Seeks More Than Just Constant Praise
Now, it’s clear that all these experts agree that Gen Z wants more than just praise. In fact, many of their observations highly align with the words of David Yeager, PhD., who recently penned his own perspective about Gen Z in an essay for the Wall Street Journal, where he said, “It seems like everywhere you turn, you hear older adults—Boomers, Gen Xers and even Millennials—describing young people today in dark and despairing terms: They just don’t care. They speak a different language. They are entitled. They are too sensitive. What is needed, clearly, is more insight into how to communicate with young people so that they are inspired instead of disengaged.”
It’s easy to dismiss an entire generation and label them as addicted to validation. But does Gen Z honestly need constant praise? Not exactly. According to many experts who have overseen and managed this generation, Gen Z wants connection, community, and communication. And if we’re willing to create workplaces where positive feedback is the norm, I can only imagine the return on investment. Because I can guarantee you, if you check in with your Gen Z team members weekly and offer them positive feedback, you’ll see the dividends pay off. And you’ll see how your words of praise make you stand out above the competition.