People & performance · Practical guide
Make performance conversations work for every generation
Teams bring different experiences and preferences to work. A useful performance process keeps expectations consistent while making room for individual ways of learning and communicating.
Agree on clear goals
Give employees a shared understanding of success. Discuss responsibilities and progress together so the review connects to everyday work and future development.
Keep the conversation going
Regular check-ins make feedback more timely. Ask how each person prefers to receive it rather than assuming everyone in an age group wants the same approach.
Support the people giving feedback
Help managers practice useful, specific conversations. Mentoring and knowledge sharing can give employees opportunities to learn from one another across the team.
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