Seventy-six percent of surveyed managers agree that Gen Z employees require more frequent praise than older workers.

Additionally, 71 percent stated that Gen Z expects acknowledgment simply for fulfilling basic work expectations, and 58 percent reported that members of this generation desire recognition even when they fail to reach established goals.

Verbal praise emerges as the most common form of recognition, with 19 percent of managers offering verbal acknowledgment daily and 84 percent providing it at least once a week. Other recognition methods include email, which is used by 37 percent of managers, recognition software (27 percent), public shoutouts during meetings (23 percent), and messaging platforms like Slack (21 percent).

A significant portion of managers - nearly two-thirds- feel compelled to balance every piece of critical feedback with a positive comment because of these expectations.

The emotional response to feedback from Gen Z employees is noteworthy.

Many managers have found that providing critique to Gen Z workers can lead to heightened emotional reactions and tension. For example, 38 percent of managers stated that employees called out sick following critical feedback, 30 percent witnessed crying, 27 percent reported resignations, and 23 percent have had workers take their concerns to HR. Moreover, 18 percent of managers shared that some employees posted about the feedback online, and in about one-out-of-ten cases, a parent of a Gen Z employee contacted the workplace after criticism was delivered.

Source: https://www.cpapracticeadvisor.com/2025/08/28/6-in-10-managers-say-gen-z-needs-constant-praise-even-when-they-fail/168098/

So, the question for our readers is: Do Employees Need Constant Praise? You Make The Call

Here are some opinions of some of the McCalmon editorial staff:

Jack McCalmon, Esq.

Every generation is different, and younger employees need to know they are on the right path. When praise is warranted, employers should provide it.

Leslie Zieren, Esq.

Unearned praise dilutes, devalues, and completely undercuts earned, deserved praise. I would encourage, teach, mentor, coach, train, evaluate ... but I wouldn't waste the value of praise by bestowing it - especially on an underperforming employee – unless and until earned.

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