Downward communication flows from higher to lower levels in an organization. Downward communication is used to issue orders down the organizational hierarchy, to give organizational members job-related information, to give managers and workers performance reviews from upper managers, and to clarify organizational objectives and goals Compared to Baby Boomers, born from 1946 to 1964, Generation Y employees, born after 1980, are much more likely to ask their bosses for downward communication in the form of frequent feedback and performance reviews. For example, at Big 4 accounting firm Ernst & Young, half of Baby Boomers indicated they wanted “frequent and candid performance feedback” compared to 85 percent of Gen Y employees. Brittany Rotondo, a 26-year-old who manages work/life programs for Accenture, an international consulting firm, agrees, “I’m definitely a feedback kind of person. It’s always incredibly important for me to know how my work is perceived and the impact it’s having.” As a result of Generation Ys’preferences, Ernst & Young has established the “Feedback Zone,” which allows employees to ask for formal feedback any time they want, rather than the typical once-a-year review found at most companies.