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Re-Sending Generation Y Part 4/5: The Communication Breakdown

When some of my past managers were my age, they would tell me that having a job meant for you to go in to the office, work from eight to five, and do your work to the best of your ability.  If a call came down from the manager or director's secretary requesting your presence, it meant one of two things: either it was time for the annual review, or it was time for a tongue-lashing for something you did wrong.

We're past those times now. Whether you're in a small, medium, or large-sized company, more frequent communication between employees and management is required. The Pittsburgh Post-Gazette recently ran an article about how such improved communication helps to improve retention. It reassures managers that tasks are being completed and Gen Y employees that their work is an integral part of the company's strategy and mission.

What is sometimes more important than the act of communicating, is the way in which it is done. 
E-mail communication is great - as a supplement to interpersonal communication.  If you have a serious topic to discuss with a manager, schedule a time to talk with them.  Don't e-mail personal or private topics of concern. Not only because it is inappropriate, but because there is no way to track where the e-mail may go after you send it or if the e-mail is read by a secretary or assistant first.

This is a two-way street. Managers also need to take the time to engage in personal communication with their employees.  If you are going to take the time to congratulate an employee on exceptional performance, walk down the hall and tell the employee.  If you need to discuss a specific concern, talk about it in private.