Updating performance reviews for Gen Z

I just had a really good check-in with my manager about how things are going. I found out there's a new update from marketing that I have to incorporate, and then I can wrap up this project. Really glad I found out. In new, less structured work environments, some Generation Zs can falter in their progress and ability to meet their goals without coaching direction to focus and channel their energies. Feedback exchanges are useful opportunities to adjust mid-course on a task, if necessary, and find out what information or skill your Gen Z needs to complete the work well. At the accelerated pace of market developments, once a year performance reviews are not going to be often enough. Team KPIs and goals will likely be updated more than once a year. Gen Z managers need to give the feedback more frequently. Gen Zs will benefit if you define a frequent schedule of check-ins to replace annual performance reviews, as they need more contact to confirm and support how they meet their objectives. Check-ins could be quarterly or monthly, however weekly, 50-minute short chats are advisable and becoming more common. As Generation Z takes on more responsibility from their first day at work with high expectations to meet, they need to do more learning on the job. Try the approach of coaching, not managing. It pays to apply a coaching approach to boost Gen Zs' performance. In addition to managers and team leaders' efforts, mentors can be helpful to give guidance to Generation Z. Generation Z employees can use these connections to learn more about the company, how the business works, and other functions and positions. What's more, they'll be able to bridge gaps across departments and disciplines. Cross-generational pairings has also seen much success, and it's a good idea to establish bidirectional mentoring to promote knowledge sharing and validate contributions. Generation Z employees value can be better understood by older generations relating to their intuitive understanding of technology, and Gen Zs can benefit from frequent interactions with older generations to be exposed to their years of experience and insights. Well chosen mentoring pairs can also generate strong internal relationships that elevate and support your Gen Z employee's performance. Gen Zs will respond positively to these methods to help them succeed and develop their potential. They will be more engaged and more likely to stay with their employer as a result.