Challenges in Communication Today—Generations and Social Media

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I’m an Expressive/Influencer Baby Boomer! Labels — pick one. Why labels and why do we care? Labels are one way we sort the world, identify with similarities in others, otherwise it could become overwhelming. They can be useful and save time, helping us maneuver through the world. But, they can be inaccurate, limiting, and at their worst discriminatory. There is much written and discussed about the four generations in the workplace today and the challenge to management. Many problems are brought about by labels and descriptions we’ve assigned to each generation. True understanding and acceptance of another beyond labels creates a richness in families and communities, so why not in the workplace?

This morning I communicated with all four generations differently. I wrote a letter to my (WWII Generation) 84-year-old mother; called a (Baby Boomer) friend on my cell phone; texted my (Gen Y) son; and emailed my (Gen X) Virtual Assistant, all before 9 am! I seem to move smoothly along the communication super-highway, as I’m sure many others do as well. I’ve found the best methods for communicating with each individual, is to send the information to the person in their preferred communication style.

5 Keys to Powerful Communication at Work

1. Technology and Gen Y, (along with many others of all generations) are challenging traditional corporate hierarchies and leadership models. Command and control styles of leadership no longer work. Stating “I’m the boss, just do it!” does not garner respect or motivate strong performers. Asking many pointed questions for some feels like disrespect; for others, it’s merely seeking information or challenging assumptions which may seem outdated, inaccurate, or not understood. Both can be right, it depends upon the situation, but not necessarily a generation! The world in which each generation was raised was quite different and molded many of our values and perspectives collectively.
   Understanding and respecting the varied perspectives and generational differences are essential to a strong, positive company culture.
   For a great book on a multi-generational workforce, I recommend Dr. Ira S. Wolfe’s Geeks, Geezers, and Googlization.
   
   
2. Adapt management behaviors and processes to achieve the best results. For example, in companies, formal performance reviews are typically done once a year. For many of today’s workers, receiving feedback annually in an “I’m your boss and I’m judging you” meeting is proving ineffective and negative. The best way to provide Gen Y with feedback is through very frequent, instantaneous, and participative communication — and remember, they grew up with technology, so use it!
   Consider frequent, quick, and honest feedback by email or a brief online assessment completed after projects or specific events may be more relevant and effective. And don’t forget the power of face-to-face conversations. For more information on our Optimal Performance System, tailored to your company, click here.
   
   
3. Collaboration and mentoring are far more successful and offer development, participation, and relevancy to the younger workforce. Today’s workers want and need to be part of the solution, express their opinions, and often challenge the “norm”. Is that a generational thing? Is that a bad thing? I don’t think so in either case. There is a higher probability the solution will be richer and better with healthy dialogue and team participation.
   
   
4. Understand communication styles — yours and others. There are many assessment tools designed to identify styles of communicating and behaviors, such as Performance Indicator® Behavioral Styles, DISC®, Meyers-Briggs®, and many others. These are all validated and identify common behaviors, preferences, and values across generations. When we understand our own preferential style of communicating and those styles of others, we are much better able to see how behavioral styles impact an employee’s response to a request or situation, and how we might communicate differently to achieve the best outcome.
   For more information, listen to my podcast or read more about behavioral styles here.
   
   
   
5. Social media — friend or foe? Facebook, LinkedIn, Twitter, blogs and all things Internet are blurring personal and professional boundaries in communication. Frequency and type of social media use breaks down along generational lines, with younger workers more apt to have a Facebook page than my mom! With over 500 million users, the impact of Facebook is huge for companies. How much time is “wasted” during the work day on Facebook updates, tweeting, checking LinkedIn posts, blog surfing, etc.? Many of my clients now have added a Social Media/Online Specialist or Social Media Communications Ambassador whose sole responsibility is to manage and communicate the company’s presence in social media to tap into the enormous power of social media to connect with their customers and prospects.
   Create a social media policy. It is important that an employer define social media and networking in a written policy and communicate it to all employees. Just for starters, consideration should be given to:
   • Disclaimers about personal blog entries
   • Confidentiality
   • Respect for the company, its employees, clients and competitors
   • Use of company logo, copyright, and financial disclosure laws
   • Harassment and discrimination laws
   • Personal use during the work day

If generational challenges, performance issues, or social media are keeping you awake at night, contact Cherryll for a no-cost, no obligation Human Resources Strategy consultation.

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