🎙️ Did You Know? Two years ago tomorrow, California’s pay transparency law went into effect, requiring employers to include salary ranges in job postings. This groundbreaking move is part of a larger trend toward workplace transparency and equity, directly impacting Gen Z as they enter the workforce.

Just like this law responds to the demand for fairer practices and better options, transparency in the workplace fosters trust and drives meaningful change. Whether it’s a government policy or a workplace initiative, listening and acting on feedback can lead to breakthroughs. What changes do you think salary transparency will bring to your job hunt?

Feedback or Flop
Mastering Feedback

"Ask for feedback." It’s advice we’ve all heard – at school, at work, and even in personal growth workshops. It’s easy to understand why feedback matters. After all, how else can you improve if you don’t know what needs work?

The thing is… What do you do with feedback once you get it? How do you tell if it’s helpful or just noise? And how do you use it to grow, not just hear it and move on?

The following are our honest suggestions, no affiliate links or kickbacks apply. 

Let's RoadMap you through a 3-step guide to feedback.

It may seem like there are more mental health issues now, but given that many of today's diagnostic tools did not exist in the past, this can be a tricky perception. Older generations often viewed mental health struggles as a taboo. But now, as younger workers are speaking up about their well-being, workplaces are starting to respond. 

Step 1: Recognize Good Feedback

Good feedback should always leave you with a sense of direction. We are looking for clear, actionable, and specific. For example, “Your presentation was a bit rushed, try slowing down to give your audience more time to process,” is helpful. On the other hand, vague comments like, “You should improve your presentations,” don’t give you much to work with. 

Step 2: Build a Plan Around It

Once you've identified solid feedback, it's time to break it down: 

• Reflect: Why was this feedback given? Does it align with your goals?

• Prioritize: Focus on the suggestions that will make the biggest impact.

• Act: If you don't know where to start, ask someone more experienced to help you. Start by making small changes. 

Step 3: Know When to Let It Go

Yeah, you can ditch feedback sometimes. If someone's comments are vague, irrelevant, or more like personal criticism than constructive advice, it's totally fine to set them aside.

Good feedback may sting a little, but it is a great career GPS, telling you where you are, highlighting your strengths, and guiding you toward growth.

TL;DR
news + current events

Gen Z Is Opting Out of Middle Management

Suzanne Blake

As Gen Z begins entering the workforce in managerial roles, many are rejecting middle management positions. A Robert Walters report reveals that 52% prefer individual career paths over managing others, with 69% citing high stress and low rewards as key deterrents.

The system itself is under scrutiny, with critics arguing that middle management roles are unnecessary, often requiring individuals to enforce decisions they didn’t shape and bear the brunt of employee dissatisfaction. Gen Z’s shift away from traditional corporate ladders challenges companies to rethink hiring and retention strategies, focusing instead on roles aligned with employee values and trust-driven work environments.

Curated Clicks

After all is said and done... Asking for feedback can be a little embarrassing, not for everyone, but if you are the type to overthink or get anxious, it can be hard to find the right words to say. Not to mention when you are new to a job and just starting to build a relationship with your coworkers.

Even if you're super outgoing and don't hold back when asking questions, a lot of people don't tell you how tough it can be to get feedback (65% of employees say they want more feedback). That's why we suggest Mail Maestro's templates for asking for feedback. They've got 20 templates, all different in tone, occasion, and recipient. 

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