performance management generation z

Performance management generation Z content follows a familiar pattern, and most of the claims in it are weakly evidenced.

One observation does survive scrutiny, and it is not really about age. People early in their careers benefit from more frequent feedback than an annual cycle provides, because they are still learning what good looks like and have less basis for judging their own work.

That points to something you can act on. Shorter feedback intervals for people new to a role, regardless of how old they are. Clear examples of what good work looks like. Explicit explanation of unwritten expectations, which experienced people absorbed years ago and no longer notice.

Design for experience level rather than for birth year. Designing management practice around age creates a problem of its own.

The Australian Human Rights Commission covers age discrimination. This is general information rather than legal advice, and obligations vary by state and territory.

See Sentrient’s meetings management software and equal employment opportunity course.