Does Gen Z need constant praise, or are managers misreading this generation? It’s one of the most talked-about workplace questions today. A recent survey revealed that 6 in 10 managers believe Gen Z employees rely heavily on praise and recognition to stay motivated. But while some leaders see this as a challenge, experts suggest that Gen Z’s need for feedback isn’t about “constant praise” at all—it’s about communication, growth, and connection.

Why Managers Think Gen Z Needs Constant Praise

According to surveys, 76% of managers believe Gen Z requires more recognition than other generations, and over 70% think this group even expects praise for meeting basic expectations. This has led to frustrations, with some leaders saying they feel like they’re “babysitting” their Gen Z employees. It’s not surprising then that nearly one-third of managers admit they would avoid hiring Gen Z if possible. But here’s the catch—Gen Z will make up around 30% of the U.S. workforce by 2030, so avoiding them isn’t really an option.

The Real Reason Gen Z Wants More Feedback

Workplace experts argue that Gen Z doesn’t simply crave constant praise—they thrive on real-time feedback. Unlike older generations who were used to annual performance reviews, Gen Z grew up in a digital world of instant communication. They don’t want vague feedback months later; they want quick, clear input that helps them improve. As one CEO put it, “Gen Z isn’t addicted to praise—they’re eager for guidance.” When feedback is supportive, respectful, and timely, Gen Z employees adapt faster and deliver better results.

Beyond Praise: What Gen Z Actually Values

So, does Gen Z need constant praise? Not exactly. What they truly seek is mentorship, connection, and community. Experts highlight that while praise is nice, it’s the deeper sense of support and belonging that keeps Gen Z engaged. Regular check-ins, positive reinforcement, and opportunities for collaboration help them feel valued—not coddled. Instead of labeling this generation as “too sensitive,” managers can shift perspective: if Gen Z is asking for feedback, maybe it’s because they care deeply about growth and contribution.

Creating a Workplace That Works For Everyone

At the end of the day, balancing feedback and accountability is key. Gen Z doesn’t just want compliments for the sake of it—they want to know how they’re doing and how they can get better. When leaders build a culture of open communication, they not only empower Gen Z employees but also improve team trust and performance across all generations. After all, a workplace where feedback flows freely is one where everyone wins.