A brief interpretive research
In Tina Fey’s book, Bossy Pants, I laughed, but even more believed when she said “Technology doesn’t move backward. No society has ever de-industrialized.” The reality of technology has broadened ever since its introduction. Thus, it changed a lot, if not all, in our current veracity.
I was born at a time when technology was starting to be employed in our daily lives. In that sense, I was born in a generation when I got the chance to experience both analog and digital, and currently reminiscent of how it was to do it manually and do it digitally. To analogize it easily, college research was not as easy as how I did it when I was taking my doctorate. Technology had limitations when I was a student compared to now, but there are already endless opportunities, especially when you know how to maximize them.
There is no escaping the tech reality that has become now. It transformed how we do business, how we study, and even how we communicate with one another. The pandemic has been both the driving force and the evidence that adaptability to technology was crucial, thus even equated to our survival. Eventually, it has become our truth, “No society has ever de-industrialized.” We just keep moving forward, technology at the center of each goal and mission.
Organizational Communication
Communication is part of every organization, an essential and crucial aspect at that. It was given that effective inter-organizational communication can ensure the efficiency of an organization. On the other hand, inefficiency in proper and healthy communication in the workplace can reduce an organization’s productivity, leaving people demotivated, and eventually can cause poor performance.
The Organizational Communication Theory reiterates that there are five (5) functions of communication: management, feedback, information, persuasion, and emotional sharing. The communication process is ever so important; thus, migrating to its digital sort could mean success to any organization that can successfully implement such a process.
Upward and downward communication processes could be done traditionally and digitally. In this current standing of how organizations should adapt, the communication process using technology could have added challenges, as one’s interpretation could be subjective depending on one’s current emotions, struggles, or even success.
The Older Generation
Taking it from other generations in the workplace, some, though not all, cannot get the hang of it—the current trend in communicating with others. In this era where three generations blend, adjustments can be made, albeit ever so challenging.
Generation gaps could be an issue but could be an advantage if they coincide with the needs and preferences of one another. While the older generation could have a longer attention span and Gen Z1 may not, there are many things in technology communication that they can learn more from the younger generation.
So, what is it? Tailor-fitting the process whenever we need to communicate? Yes and no, really. Yes, because situations vary and rankings may be pertinent, and no, because in the workplace, professional communication shall prevail no matter what generation you may be in. This is more challenging than the very first take; however, being knowledgeable about the communication style and professionalism could save us from a lot of stress in the workplace. And another no, yelling and tapping tables are not included when upset.
Where It Fails
Communication in the workplace is critical in ensuring harmonious relationships between people thus, resulting in quality output. Effective and active communication are factors in making sure that the organization and its stakeholders achieve the enumerated objectives.
Attitudes and behaviors are pertinent tools in messaging. Communication fails when one’s character at the time of communication is different from the other. Let’s face it: one cannot tailor his/her behavior to every communication encounter, but I have witnessed many workplace employees act differently towards their bosses and subordinates.
Could we have a uniform approach for both rank and file and executives? Yes, ideally. However, people react to their bosses differently than their team members or subordinates. One main reason is the employee evaluations; hence, putting their best foot forward and not so much candidness can be re-enacted compared to when being with their other colleagues or staff. They could be a lot more comfortable exhibiting who they are to the latter because no fear of appraisal can influence their job ranking, promotion, or overall feedback—or so, they thought.
Just because we think that there is no valuation, especially with employees we have the same ranks with or lower, that does not mean that we can treat them indifferently or worse, exhibit power-tripping2. Communication fails not just because of lack of awareness, but more so the lack or absence of reverence towards other the members of the organization.
What You Can Do
Leaders have a critical role in the organizational culture. They set trends, processes, and overall behaviors. However, the generation today is more vocal and assertive, they can assert themselves and see gray lines and make them clearer. This could be an eye-opener and challenging at the same time for leaders in the workplace.
While communication can be a complex thing; only if you are open to the workplace and workers’ changes and adapt to them can make it simpler. The more we resist, the more it tends to be more difficult. I often hear such change-related complaints from those who have already served long in the organization—they see some changes are not necessary, but what they failed to remember is that the only thing that keeps us going is to be transformative and innovative—communication style and overall organizational communication included.
There is no sense in making it difficult for the current generation because we had it difficult during our time. The key here is to educate rightfully and critically. There may be many things that the current generation or the new ones in the workplace can understand but immersing them into the organizational culture could be an important identifying factor towards harmony. In addition, novices in the company or the younger generation must listen first and mutually understand how processes are formed and how they play a role in how the organization was made. Criticize if needed, but respect the foregoing culture of thought, and introduce innovative ways that meet both past and present.
Leaders are different from bosses. Leaders know how to take accountability for their actions or lack thereof. Communication, effective at that, should be taken more seriously and adroitly. Communication, while a topic not being discussed frequently during meetings or town halls, can make or break an organization, especially in this technology-driven world.
As said, we cannot go backward to how it was, but only forward to what it will be. Active and effective communication is easier in this digital world, but only those who practice the skills of understanding and getting their message across, without many emotional blunders, can reap greater rewards.
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Shainne Hostalero 