The PerformancePoint study signals a massive shift in workforce psychology: In the age of AI, continuous development is the new primary driver of engagement.

This generation wants to know: Am I learning and relevant? Is my skillset growing faster than the technology trying to replace it? If the answer is yes, they will stay. If not, they will leave.”
— Brad Federman, CEO PerformancePoint LLC

MEMPHIS, TN, UNITED STATES, December 4, 2025 /EINPresswire.com/ -- PerformancePoint has released findings that effectively declare the traditional "Millennial-Gen Z Engagement Code" broken. According to the new data, employees under the age of 30 are 20 times more likely to do their best work when learning and feedback are continuous, and 25 times more likely to recommend their company when that feedback is visible.

The study points to the youngest demographic of the workforce, where a clear growth pathway is no longer a perk, it is viewed as a critical form of compensation. However, PerformancePoint suggests that many companies miss the mark on what growth actually means to this generation.

For decades, corporate development was synonymous with advancement like climbing the corporate ladder and changing job titles. This study indicates that model is obsolete. In a disruptive economy where the half-life of a learned professional skill has dropped to between 2.5 and 5 years, employees are no longer prioritizing status; they are prioritizing survival and relevance. Younger workers are acutely aware of the need to stay ahead of the AI curve. Consequently, the lack of feedback isn't just an annoyance; it is perceived as an existential threat to their employability.

"Companies must stop thinking about development as advancement. It is about feedback, relevance, and growth," said Brad Federman, CEO of PerformancePoint. "We are working in a disruptive economy.

When a skill only remains relevant for a few years, employees aren't looking for a promotion in title; they are looking to stay sharp rather than stale. To an employee under 30, feedback is the tool they use to ensure they don't become obsolete in an AI-driven future."

The PerformancePoint findings highlight that the era of the annual review is officially over. The data suggests that intermittent feedback is insufficient for a workforce that operates in real-time. While fair pay remains the baseline, the multiplier for effort is now developmental feedback. Visibility matters, the 25x increase in employee advocacy (Net Promoter Score) correlates directly to how visible the feedback and growth mechanisms are within the organization. With automation reshaping roles, employees view organizations that fail to upskill them as actively damaging their future career prospects.

Brad Federman
PerformancePoint, LLC
+1 901-291-1580
[email protected]
Visit us on social media:
LinkedIn

Legal Disclaimer:

EIN Presswire provides this news content "as is" without warranty of any kind. We do not accept any responsibility or liability for the accuracy, content, images, videos, licenses, completeness, legality, or reliability of the information contained in this article. If you have any complaints or copyright issues related to this article, kindly contact the author above.

Information contained on this page is provided by an independent third-party content provider. Frankly and this Site make no warranties or representations in connection therewith. If you are affiliated with this page and would like it removed please contact [email protected]