Leaders, Managers, HR Professionals—we are all facing cultural, generational, cognitive, and hierarchical diversity within our teams and organizations today. So, is personalizing feedback really realistic and beneficial?
Does the challenge of personalization also apply to feedback?
Let's be clear, at a time when the practice of feedback has yet to be developed, a standardized approach does have the virtue of existing. But its impact remains insufficient. Research shows that people are more inclined to receive and integrate feedback that resonates with their personal expectations, experiences, communication styles and values. Thus, tailoring feedback to individual specificities (cultural, generational, cognitive or experience-related) not only improves the impact and effectiveness of feedback, but also boosts motivation, performance and team cohesion. It thus reinforces the commitment and well-being of each individual.
How to incorporate this into your practice:
1/ Navigating Between Individualist and Collectivist Cultures
People from individualist cultures (such as the US, Canada, and Northern Europe) tend to prefer direct feedback and appreciate comments that acknowledge their personal achievements. In contrast, those from collectivist cultures (Japan, China, Latin America) are more receptive to delicate expressions, indirect methods, and nuanced communications to avoid disrupting existing harmony.
2/ Adapting to Neurodivergent Profiles (ADHD, ASD, HPI, DYS) and Their Specific Needs
- Clarity and Precision: Use straightforward, highly explicit language (or even sequential language for individuals with ADHD) instead of vague or overly general comments.
- Structure: Apply tools such as SBI (Situation, Behavior, Impact) or DESC to organize your feedback, focusing on facts and providing concrete, observable points.
- Format: Vary the pleasures: Some may prefer written feedback, which allows them to process information more easily and at their own pace. Discuss the preferences with the person concerned.
3/
Adopting the Codes of Different Generations
Feedback remains an exercise in interpersonal communication where having the
right codes is essential.
- Boomers: Used to more formal exchanges, they appreciate structured and detailed feedback.
- Generation X values autonomy: Focus on feedback that recognizes their expertise and highlights their strategic contributions.
- Millennials (Generation Y): Seeking purpose and personal growth, they appreciate regular, informal feedback focused on the impact of their efforts. They are eager for feedback, so make the most of it!
- Gen Z: Having grown up in a world of immediate, frequent feedback—likes, emojis, or comments on social media—Gen Z’s approach to professional feedback is influenced by this. For maximum efficiency, prioritize a direct or even digital approach with instant, rapid exchanges. They aim to learn quickly and perfect their skills.
4.
Respecting Experience
Feedback’s value has been demonstrated at all organizational levels:
- Early Career: There’s a strong need for guidance with frequent, detailed feedback to support learning. Be structured and directive.
- Mid-Career: Provide feedback that helps them progress toward more strategic responsibilities. Adopt a participative posture and support them in their development.
- Late Career: Recognizing their experience and potential as mentors is crucial to maintaining motivation.
So, we insist, feedback is a powerful tool for motivation and commitment, whatever the profile of the person to whom we offer it. And we're convinced that adopting personalized practices enables us to go even further and develop truly inclusive work environments, where everyone feels respected and encouraged in their journey... So, guide your leaders down this path, help them develop their skills, and encourage them to practice, again and again ....
Audrey Carrafa & Moira Whrathall
Neurodiversity for success