Feedback Fatigue: A Gen-Z Perspective

Yes, feedback is a gift, but what happens when we want that gift from employees too often…or what if they are not interested in giving that gift?

In today's fast-paced, technology-driven world, organizations rely heavily on feedback from employees to improve workplace culture and practices. Exit and people surveys are essential tools in this process, providing insights into employee satisfaction, reasons for turnover, and areas needing improvement. However, many organizations face the challenge of low survey completion rates, especially among Gen Z employees. By exploring the underlying reasons for this issue and implementing targeted strategies, companies can enhance participation and gather more meaningful data.

Let’s first start with why feedback mechanisms like annual people surveys and exit surveys are important.

The Importance of Surveys: A Gen Z Reality Check

Surveys are the unsung heroes of workplace improvement, silently gathering crucial data to help organizations thrive. Here’s why they matter:

1. Feedback for Improvement: Surveys unlock valuable insights into employee experiences and perceptions, steering organizational changes and improvements. Think of them as the GPS guiding your company toward a better workplace.
2. Retention Strategies: Exit surveys are like exit interviews on steroids. They help pinpoint why employees leave, giving you the intel needed to curb turnover and retain top talent.
3. Engagement and Morale: Regular people surveys are the pulse-checkers of your organization. They monitor employee engagement and morale, ensuring the workplace remains vibrant and healthy.

So if surveys are so important, why do organizations struggle with completion rates, especially with a higher population of Gen-Z? After all, surveys are easy to complete, right?

The Real Deal: Why Gen Z Isn’t Completing Your Surveys

1. Survey Fatigue: Gen Z lives in a whirlwind of digital content and constant notifications. When surveys start piling up, they feel like just another drop in an overflowing bucket. Frequent requests for feedback can lead to disengagement and low participation rates?(SurveyLegend ).
2. Perceived Lack of Impact: If feedback seems to vanish somewhere on the cloud, why bother? According to the Deloitte Global 2024 Gen Z and Millennial Survey, a significant portion of Gen Z employees feel that their feedback is not being acted upon, which affects their willingness to participate in surveys and provide honest feedback. This perception is part of a broader challenge where young employees want to see tangible changes resulting from their input to feel valued and engaged in the workplace. The key takeaway? If they don’t believe their voices matter, they won’t waste their time speaking up (Deloitte, 2024 ).
3. Length and Complexity: Ever felt like you’re answering the same question five different ways? Long or overly complex surveys can be daunting, deterring participation. Gen Z wants quick, straightforward surveys that respect their time and get to the point?(SurveyLegend ).
4. Privacy Concerns: Gen Z values openness but also privacy. Concerns about the confidentiality of responses can stifle honest feedback. If employees fear repercussions for their candid opinions, they’re likely to stay silent(TalentMap ).

Now that we understand why those survey numbers lag, here are some ways to improve completion.

• Clear Purpose and Communication: Clearly communicate the purpose of the survey and how the feedback will be used. Demonstrating the value and potential impact of their input can motivate participation. What does this look like?: Sharing examples of past survey results leading to positive changes can illustrate the impact of feedback. For instance, if a previous survey highlighted the need for better work-life balance, companies can showcase the introduction of flexible work hours as a direct result of employee feedback?(The Smarty Train ).
• Short and Focused Surveys: Keep surveys concise and focused on key issues. A shorter survey is more likely to be completed. What does this look like?: Limiting surveys to 10-15 questions and focusing on specific themes, such as workplace culture or job satisfaction, can help maintain engagement?(SurveyLegend ).
• Incentives and Recognition: Offering incentives, such as gift cards or extra time off, can boost completion rates. Recognizing participation can also encourage engagement. What does this look like?: Acknowledging survey participation in company meetings or newsletters and offering small rewards can incentivize employees to take part?(SurveyLegend ).
• Timing and Frequency: Consider the timing and frequency of surveys. Avoid sending surveys during busy periods and limit the frequency to avoid fatigue. What does this look like?: Scheduling surveys during less busy times of the year and spacing them out quarterly rather than monthly can help reduce survey fatigue?(The Smarty Train ).
• Anonymity Assurance: Ensure and communicate the anonymity of survey responses to build trust and encourage honest feedback. What does this look like?: Using third-party survey platforms to ensure confidentiality and clearly stating anonymity policies can reassure employees about the safety of their responses?(TalentMap ).
• Follow-up and Action: Show that feedback leads to action. Share the results with employees and outline the steps being taken in response to their feedback. This demonstrates that their opinions matter and can lead to real change. What does this look like?: Regularly updating employees on the actions taken based on survey results and involving them in the implementation process can strengthen trust and engagement?(TalentMap ).

Boosting survey completion rates among Gen Z employees isn't just about asking the right questions—it's about understanding their world. Organizations can transform feedback from a chore into a powerful tool for positive change by creating engaging, impactful, and confidential surveys. Engaging Gen Z effectively not only boosts survey participation but also helps build a more dynamic and responsive workplace.

So, let’s turn those surveys from “meh” to “yeah!” and tap into the full potential of Gen Z’s insights. With the right approach, you’ll not only get the feedback you need but also create a culture where every voice is heard and valued.

References

• Deloitte. "Global 2024 Gen Z and Millennial Survey." Deloitte, 2024.
• SurveyLegend. "12 Things to Consider on Gen Z Surveys." SurveyLegend, 2023.
• The Smarty Train. "The Feedback Gap: Why Gen Z Need Feedback and How Your Line Managers Can Provide It." The Smarty Train, 2023.
• TalentMap. "The Real Reasons Your Employees Don’t Answer Surveys." TalentMap, 2023.

Zohra (Zo/Z) Damani is a seasoned Talent Development Professional with over 15 years of experience. A Certified Coach, graduating with a Doctorate in Education from Vanderbilt (Aug 2024), undergoing Shamanic Practitioner Training in Scotland, a Trained Yoga Teacher, and an acclaimed author, Zohra brings a unique blend of expertise and a holistic approach to talent development and organizational transformation.