How do I give my precious little Gen Ys their performance reviews?

Dear Aunty B,

I have noticed a real problem with my Gen Y staff. They simply won’t take criticism and they become really defensive and/or crumble in a heap if I mention anything remotely bad about their performance. Or they deny that the feedback relates to them.

I always make sure I put things in a positive light but we are doing performance reviews at the moment and I have noticed that I dread doing the Gen Ys and I am sugarcoating what I need to tell them because I can’t be bothered dealing with their over the top reactions to simple suggestions.

It is like any comment I make to them they can shrug off because they think it has no reference to them as they really overestimate their own skill sets. Do you have any idea how to deal with the precious little darlings?

CG,
Sydney

Dear CG,

Look, I will spare you my clip over the ear technique despite being shockingly effective. Nor will I suggest my other favourite technique: yelling at them to stop being so precious and take the criticism on the chin like everyone else because it might actually improve THEIR lives.

Entrepreneurs in similar positions tell me that they hire in Gen Y consultants who have taught them how to deal with these young people. They get them to fill out a form and the findings are then fed back to them.

If they point out that this doesn’t apply to them, you point out that that is their opinion but this is how their actions are being perceived and if they want to change that opinion this is what they must do. (At this stage you will be tempted to clip them over the ear but maybe not.)

Appeal to their ambition and ego. Make it clear that for them to get to the next stage and reach their potential, they have to take on board the comments from the report whether they believe them or not.

(At this point you could clip them over the ear and tell them no one cares about their own opinion of their own performance… but maybe not.)

You need to be very clear about how they are to develop and give them very clear deadlines and time tables to follow. Make sure you follow up on the meetings and give them lots of positive feedback when they respond in a positive way. Make sure that those people who stubbornly say this isn’t me and refuse to develop get managed out as they can have a big impact on culture and influence the other Gen Ys.

Lastly, it is not like you to shrink away from the hard work. This is about your people! Your people are your culture! Your culture is your competitive advantage!! Be positive but don’t sugarcoat.

And no clipping over the ears!

Be smart,
Your Aunty B

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