Why is that so hard to grasp? Is it because (from my research and observations), most people between the ages of 45-65 (yep…those of us who are Boomers)  often see feedback as “negative”, “problematic” and oh…no…a “confrontation on the horizon”.  That mindset was born out of industrial revolution thinking (that no feedback is good feedback…that feedback happens one time a year at the end of annual review time)…let’s get into the real world…the world of 2010 and beyond…this generation wants and craves feedback so that they can build a great career and do an outstanding job…so what’s wrong with that??? (oh…because it takes up time for you…hmmm…maybe it’s time to develop a little time mastery on the side!) …or…you are the one who is not comfortable with giving feedback…maybe it’s time to start getting involved in  training on “Giving Feedback 101″.  If you are not giving feedback (direct feeback…not sandwiched between the  great stuff and delivered with humor…direct feedback…Millennials take this quite seriously!), then you are going to miss the boat with this generation.  (Just imagine how much stronger your company would be if your employees received ongoing feedback that would make them better/stronger/more attractive in the market?)

Come on…we have to get over this.  This generation, born between 1977-1997 is saying that they WANT feedback, and Harvard Business Review just confirmed what we’ve all been yackin’ about for 4 years.

Here is what they are saying:

What Millennials Want:

FROM THEIR BOSSES:

• To give me straight feedback
• To mentor and coach me
• To give me a formal personal development program

FROM THEIR COMPANY:

• To develop skills for the future
• To allow me to blend work and life
• To offer me a clear career path (and maybe this is NOT with your company…HBR did not say that, I am throwing that one in as a bonus!)

TO LEARN:

• Technical skills in my area of expertise
• Leadership
• Creativity and innovation strategies

I am going to give you one tip…here is how you give feedback:

“Sally…I have noticed that you are always the first to jump in and help out…great!  We need that, and it makes our team move more quickly when you jump in and help out, and that helps us all save a great deal of time.  Now…let me tell you how you can be more effective.  You help others out as a top priority and leave your own list/tasks to the last minute.  You will be more effective if you plan ahead and get your job (s) completed on time.  It will not only help you but you will be a role model for our entire team.  If you have time left after you have completed your list, then by all means, jump  in and help…yet we need you to get your job done first, and I know you can do this.  What is your plan on making this happen?”  (don’t sandwich positive feedback around the constructive feedback, give advice or start rambling on…just lay it on the table and then ask for a goal and completion date).

I’ve said enough…if you really want to get the full skinny from an organization who studies this stuff every day, just pick up a copy of the HBR Article:  Mentoring Millennials.  You will be so happy you did!