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Gen Z emerges as feedback-driven talent cohort, insights show

Ben Wright, global head of partnerships at Instant Offices, said employers should rethink assumptions about how Gen Z responds to feedback.

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Gen Z will account for around 30% of the global workforce by 2030, yet the cohort is often characterised as “lazy”, “entitled” or overly sensitive to critique.

Analysis from Instant Offices has found that the opposite is true, with younger workers demonstrating a strong appetite for guidance, structured development and ongoing performance conversations.

Ben Wright, global head of partnerships at Instant Offices, said employers should rethink assumptions about how Gen Z responds to feedback.

He added: “Research has shown that Gen Z workers are not afraid to make mistakes and learn from them.

“97% of Gen Z are receptive to receiving feedback on an ongoing basis or after completing a large project or task.

“Meanwhile, 63% say they prefer to receive timely constructive feedback throughout the year.

“Feedback and guidance are clearly important to Gen Z employees. Deloitte reports that 86% of these younger workers want managers to provide mentorship and inspiration, not just oversight of daily tasks.”

Survey data revealed that the development tools Gen Z finds most valuable include: On-the-job learning and practical experience (89%), mentorship from experienced colleagues (86%), peer learning (84%), feedback and performance reviews (82%), and formal training programmes (81%).

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Wright said: “This turns the narrative that ‘Gen Z can’t cope with feedback’ on its head. Young workers are obviously hungry for guidance, provided it’s delivered in the right way.”

Wright also outlined guidance for young professionals on leveraging feedback to support early-career development.

He advised adopting a growth mindset, seeking regular input from the right colleagues, and translating feedback into clear, achievable goals.

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He said: “Look for patterns in the feedback you receive to identify specific areas for improvement, set SMART goals to turn that feedback into clear objectives, and document your progress so you can see your growth over time.”

For employers, the findings have direct implications for performance management.

Wright noted Gen Z’s preference for real-time dialogue: “Gen Z grew up in a digitally dominated world, and this means they value real-time feedback and high engagement.

“Provide regular, ongoing feedback so employees know how they’re performing as they go.

“More regular (weekly or even daily) check-ins reduce stress and encourage continuous improvement.”

He added that authenticity and clarity are essential during reviews.

Wright concluded: “Gen Z values authenticity and connection. They want to be seen as whole people, with attention paid to how they are feeling and evolving, not just what they are accomplishing.

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