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Every now and then, tough boss comments go viral, stirring a backlash among Gen Zers against grueling work hours and pressure. <\/p>\n
Today, many managers may be too afraid of the consequences of giving the direct feedback needed to develop and grow their people.<\/p>\n
\u201cI do not feel I can give constructive, productive feedback to someone, in particular, in a team room with others present, as they will tell me that their psychological safety is being violated,\u201d a participant at a leadership workshop I participated in recently said.<\/p>\n
It is, of course, true that Gen Zers are expecting something different from their workplace.\u00a0This change is positive. They want to work with an organization that has purpose, where the leaders model positive values.\u00a0Whether they realize it or not, they also want to grow and develop.\u00a0They are very clear they want to make a meaningful contribution to their organization\u2019s goals and mission but to do this, they must learn and grow.<\/p>\n
We may have lost sight of the old saying, \u201cPrepare the child for the road, not the road for the child.\u201d Today, managers must coach and develop employees who may be growing up in a world of the \u201ccoddled mind,\u201d that Greg Lukianoff and Jonathan Haidt describe in their book,\u00a0The Coddling of the American Mind.<\/a><\/em> The authors note an emerging culture of \u201csafetyism\u201d in which young people are unprepared for any form of criticism, including uncomfortable conversations.\u00a0<\/p>\n It is no doubt trickier to grow and develop people in this environment, but for a generous leader, it is still possible.<\/p>\n First, it starts with managers. If you come from a place of care, with a belief that one of your core responsibilities as a leader is to give freely of yourself to help people to develop, grow, and thrive at their full potential, then what makes most sense is to start by being yourself.\u00a0<\/p>\n Leaders must be honest and authentic. If you really do wish for your team to grow and develop, they will understand your intent. And you are unlikely to step over the line.<\/p>\n The gift of recognition is taking a real interest in someone\u2019s work, paying attention to detail, setting your own ego aside, and celebrating another\u2019s efforts and achievements. A good manager must see what their reports have achieved and genuinely want them to build on what they do best.<\/p>\n However, many of us bristle at the idea of celebrating \u201ceffort\u201d just for the sake of it. It sounds like a participation trophy. But the two are not mutually exclusive.\u00a0When you applaud someone\u2019s effort sincerely, you are validating their hard work, and that makes people feel seen.\u00a0It builds rapport and mutual respect.<\/p>\nThe gift of clear, honest, and direct feedback<\/strong><\/h2>\n