Are you an employer that relies on annual or biannual reviews? Here’s news—Annual reviews are passé. Gen Z are more for project-based reviews or feedback every month. In fact, 77 per cent of Gen Z feel this way. The problem is that a whopping 71 per cent of recruiters are still following the old way of quarterly, biannual or annual reviews.
Why does Gen Z seek regular feedback? It is because this generation is all about fast iterations, quick remedial action, and unambiguity when it comes to career growth. Gen Zers see their job as a challenging game, says Unstop’s Talent Report 2025, wherein they invest their time, energy and talent. They are here to win.
The so-called cool and savvy employers and recruiters are those that are moving with the times. They are going out of their way to give Gen Z their space, to experiment, explore fearlessly, adapt and take the reins. How else will they be able to successfully unleash Gen Z’s creativity, innovativeness and potential?
Members of Gen Z do not want to wait a year to know what their employer thinks of their work. In fact, they steer clear of surprises and that is why, 46 per cent of them prefer monthly reviews. Thirty-one per cent look forward to reviews at the end of every project. They might as well know how they have fared immediately and take necessary action if required, in real time.
About 12 per cent are still used to quarterly reviews, while three per cent are expecting biannual feedback. Since reviews are so few, they see no growth happening either. There are also a handful (four per cent) who seem to know nothing about performance reviews at all. A mealy four per cent still receive annual feedback.
Gen Z is a different breed altogether. For them, it is not salary, status or designation that is important. It is self-improvement. They will take up a job if they see themselves growing in it, because 79 per cent are pursuing professional growth. A good 72 per cent feel it is the opportunity to gain new skills and experiences that they are drawn towards. A significant 61 per cent of Gen Z put their own interests and passion above all other pursuits, while for 56 per cent networking and expanding connections is what is important.
Competitive salary means a lot to 55 per cent of Gen Z, while for 53 per cent it is important to make an impact in the industry or society. Surprisingly, 27 per cent are already clear that they wish to retire early. So, tell them how well they are performing or where they need to improve, and do it regularly. For they surely do not want to work till they start greying. Unlike our grandparents who retired only at 60 or 65 and still tried to seek extensions at work, the youngsters today are ready to hang up their boots early.