From Boomers to Gen Z: Tailoring Performance Evaluations for Today's Workforce

Ever feel like you're navigating different wavelengths when managing a team spanning from Baby Boomers to Gen Z? You're not alone. In today's diverse workplace, performance evaluations aren't one-size-fits-all, and being a great manager means more than just the status quo. We checked in with Rachel Mannhalter , HR Consultant and Certified Executive Coach at Pacific Crest Group, for expert advice on how to successfully lead performance reviews, unpack what makes a manager tick, the true purpose and value of performance assessments, and how to navigate the generational mix in your team. Ready to turn those routine annual reviews into meaningful conversations that actually boost performance?

What Makes a Good Manager (It’s More Than Just Experience)

Think about your favorite manager and the qualities that made them good at managing others.

Chances are, it wasn't solely their years of experience or technical expertise. Exceptional managers possess a unique ability to understand and respond to the varied needs of their team members.

Key attributes often include:

• Communication skills that foster clarity and understanding across diverse groups
• Empathy that allows for genuine connections with team members
• Adaptability to navigate changing workplace dynamics and individual needs

The true hallmark of excellent management lies in how these attributes are applied. It's not about replicating someone else's approach but rather about developing a personal style that resonates with your team while staying true to your authentic self.

Mannhalter frames these attributes under the larger umbrella of emotional intelligence. She said, “When you look at successful leaders and managers, they tend to have a higher level of emotional intelligence that allows them to empathize, manage stress, and adapt quickly. Empathy allows you to approach your team members as individuals, experience the feelings they are feeling, and adjust your style accordingly. Adaptability is about managing stress. The more we can stay in the present as managers, the more we can instill confidence in our team and act strategically instead of reactively.”

Performance Evaluations are Strategic Tools for Growth and Alignment

Let's be honest – few employees eagerly anticipate their annual review. However, what if we reframed performance evaluations as valuable opportunities for growth and alignment? 

The true value of performance evaluations lies in understanding their core purposes:

• Aligning individual goals with organizational objectives
• Providing constructive feedback that fosters professional development
• Recognizing and reinforcing positive contributions
• Identifying areas for skill enhancement and career growth

Mannhalter shared, “Everyone should be going into a performance evaluation with the same perspective. It’s an important part of a larger performance management strategy, especially if you’re managing a diverse team. Leaders need to set the expectation for performance evaluations to include a growth mindset, and humility needs to be front and center on both sides. If there are discrepancies, leaders should work with the employee to come to a shared perspective.”

Kim Scott, author of Radical Candor and Radical Respect, once shared the importance of leaders' taking feedback: finding and acknowledging at least 5% of it, as this will model how to receive and integrate feedback.

Pro Tip: When you're receiving feedback, pay attention to the feedback style you find most beneficial. Then, apply this approach when evaluating your team members and direct reports. This reciprocal method enhances the effectiveness of the evaluation process for everyone involved.

Generational Characteristics: Understanding Diverse Perspectives

Let's address a crucial aspect of modern management – generational diversity. Successfully leading a multi-generational team requires understanding the different perspectives, values, norms, and work styles that each generation brings to the table.

Here's a brief overview:

• Baby Boomers: They often prefer face-to-face communication and may view limited feedback as a sign of satisfactory performance. Hard work is the generational norm, and recognition is not expected.
• Generation X: They typically value autonomy and appreciate direct, concise communication. As long as they have the freedom to execute as they see fit, they are satisfied.
• Millennials: Generally seek frequent feedback and desire work that aligns with their personal values.
• Generation Z: As digital natives, Gen Z often appreciates authenticity and is conscious of social responsibility. Gen Z is noted for wanting timely feedback. If you wait until the performance review to bring a list of deficiencies, they’ll see that as a failure on the manager’s part. They also expect that feedback be provided with facts and not just opinions. Empathy is key to having a successful conversation with Gen Z. If empathy is absent from the conversation, they may be quick to discard any feedback provided.

It's important to note that while these generalizations can provide useful insights, they should be used as a starting point for understanding, not as rigid categorizations. Individual differences always exist within generational groups.

“Each generation has key characteristics and values that can often explain their expectations and behavioral norms. The more we can look at generational differences as cultural differences and approach them with the same intercultural competence and curiosity as we would other cultures, the more successful we’ll be in bridging differences and improving team performance,” Mannhalter added. 

Tying it All Together: Crafting Effective Performance Evaluations

How can we synthesize these insights into an effective and well-received performance evaluation process across generations? It boils down to a few manageable and actionable steps that can take your ability to lead to the next level.

Universal Respect: Every employee deserves to feel respected and heard regardless of generational background.

Tailored Approach: Adapt your communication and feedback style to best resonate with each individual team member.

Collaborative Dialogue: Encourage two-way communication to make evaluations a mutual exchange rather than a one-sided assessment.

Development Focus: Frame evaluations as tools for growth and development, not just performance assessment.

Ongoing Feedback: Implement regular check-ins rather than relying solely on annual reviews. This approach aligns with the preferences of younger generations while providing consistent communication that all employees benefit from.

Mastering performance evaluations across a multi-generational workforce isn't about becoming an expert in generational theory. Instead, it's about developing adaptability, empathy, and a genuine interest in facilitating your team's success. Understanding the nuances of different generational preferences and focusing on open, tailored communication can transform basic check-the-box evaluations into valuable conversations that drive performance, engagement, and organizational success.

“The standard performance evaluation form is a useful tool, but it’s really the conversation around what’s on paper that is important and needs to be aligned. The form is a useful tool to pinpoint what you want to communicate so the employee can refer back to it if they forget the conversation. When the form doesn’t align with the conversation, it creates a disconnect, and no one is getting the correct picture of the employee’s performance, including HR,” Mannhalter said. “It’s never comfortable when we are told we need to improve something. But the more we can develop the performance evaluation space as a place for the employee, and the leader, to grow, the more it benefits everyone.”

As you refine your approach to performance evaluations, remember that the goal is to create a workplace where every team member, regardless of their generational background, feels valued, understood, and motivated to excel. By doing so, you'll not only enhance individual performance but also foster a more cohesive and productive team overall. Need help getting started? Contact us for a leadership coaching experience like no other.