12.12.2025

Workplace expert says Gen Z’s biggest superpower could be how they handle critique

Gen Z will make up 30 per cent of the total workforce by 2030, and this generation group are typically branded “lazy”, “entitled” and “too sensitive” at work, especially when it comes to feedback.

However, studies prove that the opposite is true. With the support of smart managers and workplaces, Gen Z workers can use feedback as a genuine career accelerator and harness it to highlight their strengths.

Ben Wright, Global Head of Partnerships at Instant Offices, reflects on key findings from a recent report and provides guidance for young professionals on using feedback to support their development.

“Research has shown that Gen Z workers are not afraid to make mistakes and learn from them. Ninety-seven per cent of Gen Z are receptive to receiving feedback on an ongoing basis or after completing a large project or task. Meanwhile, 63 per cent 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 per cent of these younger workers want managers to provide mentorship and inspiration, not just oversight of daily tasks.

Gen Z workers say they find these tools most helpful for career growth:

On-the-job learning & practical experience: 89 per cent

Mentorship & guidance from experienced colleagues: 86 per cent

Peer learning & collaboration: 84 per cent

Feedback & performance reviews: 82 per cent

Formal training programmes: 81 per cent

"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.”

Tips for Employees: Use Feedback as a Career Accelerator

To stand out as a Gen Z worker in a highly competitive job market, here’s how to develop your strengths and close gaps using feedback.

Adopt a growth mindset:

Adopting a growth mindset begins with staying curious and approaching feedback with a genuine desire to learn, focusing on the process rather than solely on the outcomes.

Seek regular feedback from the right people:

Ask for feedback from people who can offer insights relevant to your goals, be specific about the areas you want to focus on and establish a regular feedback routine to help you track your progress.

Turn feedback into action:

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.

Tips for Managers: Giving Feedback to Gen Z Employees

Wright says: “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.

"Rather than formal review sessions, consider using digital tools to provide real-time feedback and comments. This creates a sense of support and collaboration. When you do have a more formal review session, be sure to promote a two-way conversation. Encourage employee feedback by asking questions like 'What tasks have you found exciting or challenging?' and 'How can I help you reach your career/learning goals?'

"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. Managers need to show genuine care during reviews. It’s helpful to give feedback that connects your employee’s work to the larger impact on the company. This can deepen an employee’s sense of purpose and connection to their coworkers.

"Be specific with your feedback and provide clear, actionable steps (e.g. if you’re giving feedback on a recent presentation, show your employee an example of a previous successful presentation that set the standard). This provides a clear roadmap for improvement and removes guesswork and self-doubt.”

Giving and receiving feedback correctly takes integrity and high emotional intelligence. When employees and managers work together to turn feedback into action and growth, it creates a more productive and positive workplace.

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