As more and more Millennials enter the workplace, especially as first-time Managers, we may fall into the dangerous pit of texting feedback to employees.
Rather than taking the time to talk to employees in person (you mean we have to look at these people!??!?!) to tell them how great their performance has been so far, some leaders choose to … text.
(TEXT: You’ve been really great so far. I think you’re doing an awesome job! Thank you for all the hard work you’ve been doing! I want you to know how talented you are and how much I appreciate your hard work. REALITY: I am literally sitting 5 feet away from you, but I will take the time to send long texts instead of walking over to talk to you. Because you know, that’s like way too much trouble for me. You’re so not worth that 5 ft. walk.)
And even worse, some leaders choose to have difficult conversations with their employees over text. (Warning: This behavior is the EQUIVALENT of breaking up with someone over a text!!! And I have yet to hear of a “break-up over texting” that’s gone well.)
So what’s really wrong with texting here?
First, however, it’s important to note that there is absolutely nothing wrong with the act of texting your boss and/or your staff; it’s HOW you use the medium that matters.
Texting can be a wonderful tool for providing brief status updates or even for relaying simple, short messages of gratitude (Thanks for helping out earlier!). Also, it can be a great tool to communicate simple messages and to share information or updates when speaking on the phone isn’t an option.
However, under no circumstances should texting be the go-to medium for providing important critique or for resolving conflict.
And here’s why:
Your INTENT can be LOST through the way in which the message is RECEIVED
As many of us may already know, intent is a tricky and elusive thing. We intend to say “great”, but at a certain point during our conversation, “great” can be reduced to “barely meeting expectations”. We’ve all been there before – either as managers or as staff- where you feel misunderstood and wonder how your grand intentions can be taken in such a damaging way.
As leaders, one of our most important commitments to our teams must be that we’re always willing and open to clarify our intent. (Ever heard of the art of persuasion? Trust me, you’ll need it as a Manager.) Texting is not the best medium for clarifying your intent, and hence, it should never be used to provide important feedback, such as critique on behavior or recognition of a job well done. (Text me to let me know that you’ll be 10 minutes late, not to tell me that we’re 10 days behind on the budget deadline!!) Remember that as a manager, it will not always be about your INTENT, but more so about the way in which the other person RECEIVES your message.
And to the managers who keep track of how many times you’ve recognized staff over texts or emails, we ask that you please stop keeping track because NONE of those recognitions have ever really reached your staff. And soon (hopefully), you’ll find out why.
Establishing a connection is key when you deliver your intent to another individual, and texting just isn’t the best medium for setting the stage for a real, human connection. Please save the important conversations for in-person meetings – well, unless you have to manage from overseas. Unless there is a logistical barrier (having to walk out of your office does not count as a barrier), start the new year by establishing renewed “human” connections with your staff and/or your boss- let them hear your enthusiasm when you say that they’ve done a “wonderful job!” Let them hear your apology instead of making them wonder whether you really meant it this time.
Take a brief pause to first think about how your intent will be received. Is texting your intent really the best way to deliver your message?
Start there, and it will be a new year in #Millenial management.
Happy Holidays and Happy Leading!
Dream a Career 
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