Vintage Style
Style of Communication
Jeremy was a high-performing property manager, people-focused, operationally sharp, and respected by his peers. Yet, he struggled with one issue: his communication always came at a delay. His regional manager, Beth, approached him with curiosity rather than criticism, asking if there were any barriers she could help remove.
Through a candid conversation, they uncovered that Jeremy’s method for organizing email was inefficient, and the disorganization of his inbox was only getting more overwhelming with time. Beth shared best practices that historically worked for her and encouraged Jeremy to design a system tailored to his own workflow. With support and dedicated time made available to rework his communication habits, Jeremy implemented a method that made sense to him; it was not identical to Beth’s, but was effective for how he used technology. The results were immediate: faster response times, sharper focus, and hours reclaimed in his day. A year later, Jeremy was promoted to a larger property, confident and fully prepared.
His new assignment, however, came with a change in leadership. Jeremy’s new regional manager, Gina, had a drastically different communication style: frequent emails, urgent tone, and little prioritization. The volume and intensity of her messages quickly overwhelmed him. Six months in, Jeremy resigned. When Beth heard about his resignation and reached out, he shared that he felt like he was failing at his job due to the constant pressure and unclear expectations. The structure that once empowered him was now buried under the weight of someone else's system.
This case isn’t about good or bad communication habits; it’s about alignment. Leaders must ask ”is my style helping or hindering performance?” It’s not a yes or no question, and the answer can differ between the associates being communicated to.