Gen Z Doesn’t Have a Feedback Problem; We All Do

19 October 2026 5 min read هدهد تك | Hudhud Tech

When the author started her first company, she only provided praise as feedback, avoiding criticism out of fear. This was during the 2010s, a time when headlines often portrayed millennials as overly coddled. Leaders felt they had to tread lightly around them, fearing that any criticism would lead to resignations.

As a millennial herself, the author recognized some truth in this perception. However, the issue was not that they were coddled; it was that they lacked the skills to give and receive feedback effectively.

In her mid-twenties, she struggled to communicate with her team when they fell short of expectations. Instead of addressing issues, she became their cheerleader, hoping they would resolve their challenges independently.

Eventually, her avoidance of feedback became a significant issue. She realized she was leading a team that lacked accountability, thrived on gossip, and only expressed frustrations after resigning. A change was necessary.

Her perspective shifted after taking a communication class at Barry-Wehmiller University, now known as Chapman & Co. Leadership Institute. She learned valuable feedback techniques that she still applies and teaches today.

Sharing these insights with her team transformed their culture. They began having face-to-face discussions about difficult topics instead of relying on text messages. They committed to providing timely feedback to prevent frustrations from building up. The phrase, “I need to give you feedback,” became a source of curiosity rather than fear, leading to improved retention rates.

Nearly 20 years later, she leads a smaller company, but their culture of feedback remains strong. This shared understanding has enabled them to navigate significant challenges and emerge more resilient and trusting.

Currently, she works with leaders and teams to foster cultures of open communication. She often hears criticisms about Gen Z similar to those directed at her generation: they struggle with receiving honest feedback, desire instant responses, and prefer texting over face-to-face conversations.

However, she disagrees with this narrative. Based on her experiences, the problem lies not with Gen Z or any specific generation, but rather in the failure to teach effective feedback practices that are compassionate and constructive.

To help individuals become more comfortable with feedback, she emphasizes the need to equip them with the necessary tools. Here are some strategies she has implemented to cultivate a culture where people across generations can communicate openly and honestly.

1. Make Feedback Training Part of the Onboarding Process

It cannot be assumed that everyone knows how to engage in constructive feedback conversations. By providing tools, individuals can be held accountable for their use. The author recommends selecting a feedback method to serve as the team’s “feedback language” and teaching it during onboarding. In her company, they use methods like FBI (Feeling, Behavior, Impact) and Keeps and Considers.

When everyone commits to a common method, expectations for feedback conversations become clear. This structure can also help leaders conduct more productive discussions.

2. Commit to Feedback Within 24 Hours

To foster a culture of prompt issue resolution, everyone on the team should commit to providing feedback within 24 hours of an incident. This guideline builds trust and ensures that team members are not left uncertain about their standing. While it’s important to address issues quickly, if more time is needed, an explanation for the delay can help maintain trust.

3. Set Communication Norms

In her first company, they decided to avoid giving feedback or having difficult conversations via text. Tone and body language are crucial in these discussions. To build trust, time and intention must be dedicated to these conversations.

Today, her remote team relies on video or voice chats, as texting can lead to misunderstandings and erode trust.

4. Give Feedback on Feedback Practices

Even with training, individuals may still find it challenging to give and receive feedback. It’s acceptable to provide feedback on their feedback practices. However, this should be done in a separate meeting rather than during a heated conversation. Using the FBI method can help frame this feedback constructively.

When faced with defensiveness, it is important to approach the situation with empathy. Recognizing that most people are doing their best, feedback should be provided on how they come across without avoiding accountability.

Examine Your Relationship with Feedback

Past experiences shape behaviors at work. For instance, some may be overly direct due to past influences, while others may avoid feedback conversations due to fear of conflict.

Before blaming an entire generation, it is crucial to reflect on personal experiences with feedback and conflict. Consider where these lessons were learned and how they have shaped communication styles.

If the aim is to normalize open feedback, responsibility must be taken for what hinders progress.

So, does Gen Z have a feedback problem? Yes, but so does every generation. The solution lies in teaching individuals how to cultivate cultures of trust and open communication, and this can be achieved together.