To submit a word, entrants should Tweet #FightForFeedback, followed by the word and its meaningRather than being an endpoint, careers are seen as journeys, during which feedback could be a passport to further success. Some older generations look at the employment practices of millennials and see a group of people who are disloyal or ethically challenged, flitting between jobs seemingly on a whim.
This is understandable given that surveys have found that millennials have double the likelihood of leaving their current employment within six months compared with baby boomers, for example. A Clutch HR survey also found that 40% of people questioned said they did not feel fulfilment with their job – a figure four times above that reported by the boomers.
One of the solutions to these far-reaching feelings of unfulfillment amongst millennials could be the provision of high-quality and timely feedback. The same Clutch survey backs this up, revealing that 72% of the millennials who said they received accurate and consistent feedback from managers felt satisfied in the workplace; in contrast, just 38% of people who did not receive feedback said they felt fulfilled at work.
For millennials who do not receive feedback, it can seem daunting to ask for it – or to call for it to be more useful and of a higher quality; however, this process can be made easier.
Move away from the annual review
It is increasingly being noticed that millennials do not respond best to feedback solely offered during the annual review; instead, promoting the idea of moving past the traditional idea of a formal review can lead to businesses offering more regular, consistent and timely feedback. This is the sort of ongoing communication likely to elicit the best results for all concerned.
Give to receive
Millennials who want the sort of feedback that can lead to job satisfaction and could act as a key to opening doors in the future should also be prepared to offer their own feedback. This demonstrates a mutual trust that can be the foundation for successful workplace relationships.
Millennials still in junior positions must ensure the appropriateness of their feedback, of course, but a candid and honest approach, when given in a positive manner and within the right environment, can be a highly-respected quality.
Constructive criticism can be greatly appreciated amongst a team in which trust has been established and can lead to benefits for all concerned. It is essential that these same millennials accept the same sort of constructive criticism in return and are willing to act on good suggestions as to how their performance could be improved.
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