Managing Across Generations – “How Can I Lead Older Employees as a Young Manager?”
Are you a young manager, perhaps in your mid to late 20s or early 30s, wondering how to lead significantly older employees over 50? As someone over 50 myself, I created this post after being interviewed by a major magazine about leading and enhancing the performance of “older” employees.
5 Tips for Young Managers to Effectively Lead Older Employees
- Show Respect and Appreciation
- Promote Open Communication
- Encourage Intergenerational Teamwork
- Consider Individual Needs
- Facilitate Continuous Development
1. Show Respect and Appreciation
Think of an old tree in the forest – its roots run deep, and its branches are marked by time.
Similarly, each older employee is an integral part of the company, deserving of appreciation.
It’s essential to acknowledge and listen to older employees’ experiences, knowledge, and skills. Show them appreciation for their contributions, past and present.
Experience is like a treasure chest waiting to be opened. Use this resource to find creative solutions to current challenges together. Older colleagues often possess a wealth of experience that can be invaluable to team dynamics.
Disrespect towards older employees will undermine any efforts to lead effectively.
Respect is crucial in leadership, especially towards older team members.
Just as you expect respect from others, your employees expect the same from you.
By respecting all team members equally, you lay the first foundation for a harmonious workplace.
2. Promote Open Communication
View communication as a bridge connecting generations. Initiate regular conversations where you not only give instructions but also actively listen.
These discussions create a space where everyone feels heard and understood.
Foster an open and trustworthy communication culture in daily work.
Create an atmosphere where opinions and ideas from all team members are valued.
Take the time for personal conversations and always listen actively.
Utilize the expertise and perspectives of older employees – even if you ultimately make a different decision. Older employees have often faced various situations that you can benefit from if you tap into their knowledge.
Some things might be entirely new to you as a young leader, and old knowledge and good advice can be incredibly helpful. If an older employee says, “Well, we’ve seen this ten times before,” it might annoy you. But consider asking them what worked and what didn’t in those instances. This way, you can use your employees as coaches for yourself – a significant advantage.
So, leverage the experience of older employees and the calmness they often bring, especially in new situations.
3. Encourage Intergenerational Teamwork
Your team is diverse in age, experience, and perspective. View this diversity as a resource and recognize each individual’s strengths. Encourage active exchanges between different generations.
Older employees have a wealth of knowledge they are often eager to share. Are you frustrated with outdated processes? Ask the older team members how these processes came to be and why they were implemented. Understanding the reasons behind them can turn frustration into insight, which you can then transform into new opportunities for the future. This shows respect for past practices while leading your team towards new solutions.
Ensure no “age bashing” occurs in meetings. Don’t allow younger employees to dismiss older ones as out of touch, and vice versa. As a leader, it’s your responsibility to prevent biases from either side.
Like a gardener tending to a garden, cultivate a team culture based on respect and openness. Encourage mutual support and celebrate shared successes, regardless of age or position.
4. Consider Individual Needs
Imagine yourself as a blacksmith, shaping various metals into a unique artwork. The art lies in understanding the needs and desires of older employees and unlocking their potential.
Older employees are in different life stages compared to younger managers. Some may be planning retirement, while others seek new challenges. Recognize their individual goals and address their needs accordingly.
Older employees might prefer more flexible working hours or mentoring from younger colleagues on new technologies. Technology is not an age issue, but there can be fears related to new tech, such as job security concerns. Your role is to alleviate these fears and provide support.
By considering the individual needs of older employees, you create a leadership style that fits like a custom-made suit. You foster an environment where everyone feels valued and understood, enabling your team to reach its full potential.
5. Facilitate Continuous Development
As a young manager, you have the unique opportunity to guide older employees on a journey of continuous development. Support all employees in acquiring new skills and advancing their capabilities.
However, approach this with moderation. Don’t force someone close to retirement into a five-year development program. Offer training, workshops, or coaching that will genuinely help them.
Older employees can be incredible mentors for younger colleagues while gaining insights into younger perspectives. This mutual exchange is highly valuable. Who knows, you might even learn tried-and-true methods for dealing with people or customers from their experience!
Remember, some 50-year-olds are mentally more agile than some 22-year-olds, and some 25-year-olds handle difficult situations more confidently than a 55-year-old salesperson.
Leading a team with a diverse age range presents unique challenges and opportunities.
By showing respect and appreciation, promoting open communication, encouraging teamwork, considering individual needs, and facilitating continuous development, you can successfully navigate these dynamics and lead a harmonious, productive team.
