But experienced managers see texting as a relatively new challenge; one they could never have gotten away with back in the day (had texting existed 'back in the day'). We remember our bosses cracking the whip the second we punched in, and we'd be canned if we engaged in any behavior that wasn't work related until the second we punched out. So the fact that these young whipper snappers are now trying to sneak in social time on our dime chaps our hide almost as much as the realization that it's costing us a lot of dimes. We don't like anything less than a stellar return on our investment, and we hate when our young employees make fools of us.

But let that argument go for a moment, and let's get clear on what's really at stake here.

Texting is the enemy of service. There's nothing ruder than having to compete with an iPhone for the attention of the barista who's supposed to be taking your order. Regardless of how sophisticated a Gen Y's multi-tasking skills may be, no mortal can provide prompt, courteous, individual attention to a customer while they are texting a friend directions to a party.

Texting threatens workplace safety. Accidents occur when attentions are divided. Sometimes the accidents are minor. Sometimes they aren't.

Texting robs performance. Imagine Payton, LeBron, or Venus, sending or receiving a text in the middle of a game. Unheard of, right? To perform at their very best, each would have to be 100% present, physically and mentally. Name a job where texting won't adversely affect performance and I'll show you a job that can be done by a monkey.

So now you have three compelling, logical reasons why texting doesn't work at work. The question then becomes, do your young text-happy employees understand this rationale, or do they simply see another rule that's meant to be broken?

Here are seven steps to establishing yours as a text-free workspace:

1. Create a clear, simple text policy that leaves no room for personal interpretation. e.g. employee use of personal cell phones and other mobile communication devices are not permitted in, on, or around the workplace during scheduled hours and company meetings.

2. Explain the rationale behind your policy. (See example above.) If they don't understand the why, they are going to fight you on the what.

3. Detail the consequences for employees who violate the policy. e.g. first offense: written warning second offense: three days suspension third offense: termination

4. Make certain each and every employee reads, and signs off on, the policy. Don't post it and walk away and assume they 'get it'. Eliminate the "I didn't know" excuse.

5. Provide a safe place for employees to store their cell phones during working hours.

6. Enforce the policy. Make no exceptions or you'll have to make multiple exceptions. Before long, your rule will be a joke.

7. Lead by example. If employees see management texting, they'll see nothing wrong with their texting.

By Eric Chester and courtesy of Generation Why? Whysblog