How can you use emotional intelligence to give feedback that is appropriate for different generations?

In life as well as in business, an unsurpassed ability in building relationships is normally accompanied by something natural that you own: it's the emotional intelligence. EI is the capability to being passionate about work, health and happiness. It means that you spend time doing something you love on a day-to-day basis giving a special importance to the persons you are meeting.

Generations matter because they help us in finding a frame to which we can refer to. However the most important part of feedback is to make it useful and the idea of being successful and feel appreciated really depends from the pair of glasses we are wearing. Try to prepare a feedback that Will be understood easily thanks to example and find a common goal when sharing it. Sometimes even a feedback during probation might not be effective if you highlight the idea of "deserve an indefinite contract" when the person in front of you isn't yet ready for stability.

I do belong to Generation-X and I always felt a responsibility to be an inspirational team player. Gen-X are recognized to represent high levels of personal & professional integrity. In business, when talking with Gen-X people, it is important to track record in delivering business objectives.

As a millennial I find the "sandwich feedback" very useful. Start with pointing out wins, then insert areas of improvement, then other wins or constructive next steps. I don't mind the criticism, however harsh, if it gives me a chance to look at things from a different perspective and grow from there. Give me something I can build on and we'll get along just fine.

Millennials can handle criticism when they've made mistakes. They often challenge leadership and question decisions, but they also tend to outperform others. They have experience explaining technology to older generations and now find themselves dealing with younger individuals who face similar challenges. Millennials are naturally resilient, but they still require occasional breaks to overcome anxiety, even if they don't openly admit it. It's important to recognize that they are not invincible and have their own vulnerabilities.

Gen Z doesn't care about growth or goals as much as other generations do, which makes managing a team of Gen Z individuals an absolute challenge. They have limited experience in building relationships with others using more traditional methods. When providing feedback, it is important to establish an emotional connection and discuss your weaknesses as a leader rather than solely highlighting your strengths. Gen Z individuals are likely to understand and be inspired by someone who has overcome challenges and issues as opposed to someone who simply delivers corporate speeches.

The ability in building relationships and in cultivating long-term relationships reveal the capacity to go beyond change management & innovation skills. People with higher EI cope by minor adaptations with the changing demands of each task. Although these changes are hardly to spot, they represent an evolutionary change and ensure a shift from a focused mindset to new trends and developments. Diverse communication skills (social media, panels, corporate) shown that thanks to the current digital platforms people with EI can efficiently tackle new roles easily. You have to consider yourself lucky, particularly when meeting a person with a special proclivity to team working plus an unmatched emotional intelligence approach.