Creating a work environment in which feedback can flow back and forth, especially among those of different generations, is key to fostering an inclusive culture
Law and accounting firms are recognizing the need to create and foster the feeling that each individual belongs in the organization, especially across generations with different characteristics. Giving and receiving feedback across differences is a key ingredient in the success formula for creating belonging and also can positively impact the firm’s overall performance.
Yet, these skills are lacking in many traditional work environments and are more difficult to execute in a hybrid or remote environment. The ability to manage people with unique identities, from different generations and performance capabilities, is a real challenge for practice leaders, managers, and supervisors of matter and engagement teams within law firms and tax & accounting firms.
Expectations around the quality and frequency of feedback shifted in the first decade of 2000s with the entry of Millennials into the workforce and have grown even more with the advent of Gen Z workers. Much of this need for increased feedback over the last 15 years has challenged leadership and more seasoned colleagues, who have spent the early part of their careers in work environments defined by a traditionalist culture that was accepted and largely continued by Baby Boomers.
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