How can you use feedback to bridge generational differences in the workplace?

To bridge generational differences in the workplace using feedback, create a culture of open communication and mutual respect where individuals of all generations feel valued and heard. Encourage regular feedback exchanges between different age groups to foster understanding, empathy, and collaboration. Emphasize the importance of diverse perspectives and experiences, recognizing that each generation brings unique strengths and insights to the table. Actively listen to feedback from employees of all ages, acknowledge their contributions, and implement changes or initiatives that promote inclusivity and address specific concerns.

Feedback is important for development of individual as well as organization. Irrespective of generations and preferred methodologies, first place trust has to be built and garnered within the teams. Subsequently people have to be taught sensitivity, such that feedback is not perceived as criticism.

Feedback is imperative because it will helps you to identify the problem the employees are experiencing. You can not solve a problem without first, discovering its existence first. With feedback, you will learn the individual and background differences the workers face, the challenges and possible suggestions on how to solve those problems. I would suggest, you use an anonymous suggestion box to collect feedback, tips, information, from the employees. The workers will corporate if the process is completely confidential and they won’t face any consequences for their feedback.

Creio que isto vá além de simplesmente uma quest?o geracional. Acredito que tudo come?a com uma defini??o clara de expectativas, objetivos e metas claramente estabelecidos. Comportamentos esperados e alinhamento a vis?o e valores. Após isso, entender que, independente da gera??o, cada pessoa é singular e portante reage a diferentes estímulos. Procure conhecer de verdade seu time, creio que este seja o segredo!

Understanding the common characteristics of various generations, such as Baby Boomers and Generation X, serves as a useful initial step. However, relying solely on these generational labels to grasp feedback preferences can be misleading. Not everyone fits neatly into predefined categories. Both coaches and mentees should begin with a self-assessment, followed by a coaching assessment through active listening and questions that reveal the coachee's preferences. This process allows the coach to tailor their approach based on the insights gained, ensuring a more personalized and effective coaching experience.

I learned this very early on in my career. Feedback sessions must have balance. A balance of positive and negative is essential. No one wants to sit and hear about how horrible they are. Focusing on the negative can ruin one’s self esteem. Instead try the sandwich method. Start with the positive. Remember you set the tone here!!! Follow up with the negative (what and how they need to improve) and close it out with positive feedback and champion them in an effort to motivate them to change the negative behavior.

As a licensed coach, I’d advise against the “sandwich method” for two reasons: 1. The positive feedback will be immediately dismissed and forgotten as soon as a negative comment is made. This is hardwired into the brain. 2. Over time, those you coach or mentor will start to expect praise to be followed by criticism. This means they’ll never truly hear or believe the positive feedback you deliver because they’re “waiting for the other shoe to drop.” A better approach to providing constructive criticism is to be gentle and honest but direct. Position “negative feedback” as a learning opportunity that you’re sharing to help them grow and succeed. Then talk through WHAT and HOW to go about it instead.

There is one simple method, I learnt from some senior colleagues over the years. While giving feedback make a plan for three positive and three improvement feedbacks. Declare this intent as you start the session. Request the recipient as to which one would s/he like to hear first. Start accordingly. For every feedback, request confirmation about your perception from the recipient. Give some examples as to why you perceive so. Clarify your own thoughts. Your perceptions could be colored. Then discuss details, think together way forward and make the person to committ some actions for self finally.

Test and learn. Your current approach is the test; in order to learn, you need data and insights. Asking for feedback helps you see things from other perspectives, creates self-awareness, and helps ensure impact matches intention.

I have spiritual aspect on this subject. In the workplace, embrace the wisdom of the Bhagavad Gita, Where feedback becomes the dialogue of Krishna and Arjuna. Generational gaps dissolve in the flow of understanding, As each soul learns from the other, in a timeless dance of cooperation. Faith in each other leads to zero differences.

Feedback is very important and as such should never be underrated. Data from feedback are used to generate data-driven decisions.

Mentees who trust mentor will seriously think about the feedback. Nevertheless, mentee experiences own life and profession. So even if mentee as well as mentor are in same profession, different perceptions can exist about life. So with your feedbacks, request return thoughts or perceptions from mentee. You will also learn and improve your horizon. In this process of seeking feedback from mentee both can get benefitted. Also mentee will become a matured mentor.

This is huge!! I ALWAYS close feedback sessions with my team by asking them for feedback, which is definitely a two-way street!! I ask my team what is working and what is not, and what I can do more or less of the better support them!!

Only guaranteed method of convincing a person is to make the person visualize or when possible experience the facts. There is a possibility that mentor's perceptions may become points of feedback. So to put forth the thoughts in such a way that they get embedded in the mind, use audio visual aids. It is to be noted that every feedback may not need such elaborate preparation. When needed use this. Use computer generated images and details for such a purpose. If feedback has to be online or remote, there are many challenges.

Wherever online or hybrid work culture is being followed, we can opt for online technology that will help us - Either reaching them - Understand their challenges - Give solution - Feedback - Follow up Recording such events with permission also adds value for us to keep notes after the call. Just in case we missed some important things which can be shared with our student or participant Technology when combined with human expertise will definitely bring great heights to both journeys as a Mentor and Mentee

Just as continuous learning on new skills which interest us is very important. Similarly continuous improvement also plays a very important role. Just not analysis but taking action towards bringing a solution and continuously being the best by delivering value. As a mentor delivering quality value and empathy to our students is the best thing to experience

Feedbacks are essential for overall improvement. To convert improvements into break through developments, first build personal trust. Building trust is not an over night phenomenon. It takes long time. If the engagements are very short, then explain your credentials and seek feedback from mentee whether s/he feels confident about you. Be earnest and let the mentee experience it. Make attempts to give feedback face to face. If things are not going well, use multiple sessions. Goal of mentor is success of mentee, don't bring anything in between this goal and you. Learn about cultures and social settings of your mentee, which will help an easy delivery and consumption

In my professional path, I had always generational differences, and never see it as a problem. By my experience, we must achieve an open minded way of thinking, together of a high developed skill: adaptability. I can say that my determination and adaptability save me many problems and gave me the vision to be able to manage many people in very different situations, such as age, gender, culture, mindset. Besides the above, I believe that is a helper to step aside and to be as impartial as you can. It seems counter intuitive at first, but if you gave the space that others need it will contribute to set bridges to calm differences, namely generational ones.

Foster a culture of respect, empathy, and appreciation for diversity in the workplace to create a supportive environment where individuals of all generations feel valued and empowered to contribute their unique perspectives and talents. Encourage cross-generational collaboration and mentorship opportunities to facilitate knowledge sharing and skill development across the organization.

Feedback can serve as a powerful tool to bridge generational differences in the workplace by fostering mutual understanding, respect, and collaboration. Encouraging open and constructive feedback exchanges across generations allows individuals to gain insights into each other's perspectives, preferences, and communication styles. By valuing diverse viewpoints and actively listening to feedback from colleagues of different generations, organizations can identify common ground, address potential misunderstandings, and promote a culture of inclusivity and appreciation for generational diversity. Additionally, leveraging feedback to tailor professional development initiatives and mentorship programs can facilitate increasing knowledge & skills.

Feedback.Necessary & key element in the financial process. Feedback to younger generations from the historical experience of the international market.Feedback to older generations from new information & modern technology.Elements to be used synthetically based on the "encyclopaedia of market knowledge". A "marriage".A denial of feedback is a denial of evolution.In the past half century we have had striking national examples of this reactionary doctrinal position. Result. trying to consume technology "overnight". With social, humanitarian, environmental consequences. In order to turn the globe I have on my desk, I have to give it electricity.