In the not too distant past, a career path looked something like this: start at an entry-level job, work for a few years to secure a promotion, work some more to become middle management, then work a few years beyond that to become a manager. It was a pretty straightforward career path, and very few people deviated from it.
However, with the rise of career changers, new technologies, and even career sabbaticals, the career path for most people is no longer a straight line. It zigs, it zags, and people end up in all kinds of positions at all points in their careers. Add to that a young but growing population that’s entering the workforce, and eventually, you’ll end up with managers who are younger than their employees.
Though managing employees who are older than you may seem uncomfortable, it doesn’t have to be. With some careful planning about approaching the age differences, you can bridge the generational gap and lead your team to success.
Age Matters
While there’s no way to predict the future, the past can reveal some insights about the future makeup of the workforce. As of 2017 (the last date for available data), 56 million millennials (people between the ages of 21 and 36) were working or looking for work.
Compare that to the 53 million Gen Xers and the 41 million baby boomers, and it’s clear that, at some point, there are likely to be more millennials in the workforce than any other generation. And with younger individuals making up a majority of the workforce, it stands to reason that younger workers will manage employees who are older than themselves.
In fact, as far back as 2014, this was already happening. One survey found that 38% of all respondents were already working for someone younger. Of those who had a younger boss, 22% said their boss was a few years younger, and 16% had a boss who was 10 years younger!
What Older Employees Think of Younger Managers
While it’s important to treat every employee—no matter their age—with respect and dignity, a 2016 study found that, in some cases, this is not what’s happening. Those who disliked having a younger supervisor cited some of the following reasons why:
- Assumptions: 34% of respondents said that they felt their boss assumed the employee didn’t know how to do “certain things,” and 21% said their boss assumed they didn’t know how to use “certain technologies.”
- Playing favorites: 38% felt that the boss showed favoritism toward younger workers.
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- Attitude: 55% said that they felt their boss thought they knew more than they did, even though the employee had more experience, and 42% said they felt their boss was defensive when the employee questioned their decisions.
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How to Manage Employees Who Are Older Than You
Though managing employees of any age requires the same skills from your managerial toolbox, when it comes to managing employees who are older than you, you can use a few specialized managerial techniques to ensure you manage older employees successfully.
Don’t Assume Anything
As the stats indicate, older employees don’t like when younger managers make assumptions. So, instead of assuming what older employees can’t do, assume what they can do. Anyone who’s been in the workforce longer than you clearly has the skills and abilities to adapt to change and learn new things.
Get to Know Your Older Employees
One of the best ways to overcome any assumptions or biases you may have is to get to know your employees. While learning about them personally is always a good idea, you and your older employee may not have a lot in common.
Instead, get to know them on a professional level. Ask them why they are in the job or what excites them about it. You may be surprised by how many employees may have actually been managers in the past. And, you may also be surprised by how many people never wanted to pursue a supervisory career in the first place.
Approach Change With Caution
Managers sometimes like to put their own stamp on things, and are often hired specifically to make changes. However, before you start making major changes, take some time to investigate why things are done “that way.” This can be especially helpful when you are managing employees who are older than you.
Ask your older employees why they (or the department) do things a certain way. While it’s possible the employee responds with something along the lines of “because we’ve always done it that way,” you may discover that there’s a good reason why things are the way they are, and they don’t need changing.
But if you do make changes, help older employees understand why. Explain that you aren’t doing something new for the sake of doing something new, but that you’re updating things to create processes and procedures that are more efficient or more profitable than the old ways.
Communicate Clearly, Frequently, and With Style
When you manage anyone of any age, clear and frequent communication goes a long way toward creating positive relationships with staff. Employees often appreciate being in the loop on changes in the company, market forces that may affect them, or even something as simple as acknowledging a job well done.
When it comes to communicating with older employees, clear and concise communication can go a long way toward bridging the age gap. However, in addition to the message, you may need to consider your communication style.
How you deliver the message can be equally as important as the content of the message to older employees. Younger generations may be perfectly fine with brief IM’s or texts as the main communication mode. However, older generations may prefer face-to-face conversations or speaking over the phone. Though you can’t always communicate in your staff’s preferred method, consider that sometimes you may need to switch things up.
Learn From Their Experience
One of the wonderful things about managing someone older than you is that you have the opportunity to learn from their experience. Their extensive work history means they’ve seen and experienced a lot. Use this to your advantage! Ask about their experiences and their career history, and you might learn something that you can use as a manager or apply to your career path.
Welcome Their Feedback
Along those same lines, remember that an older employee has likely had several managers throughout their career. Don’t be afraid to ask that employee for their honest feedback on your performance. And, if they offer it up without you asking, pay attention. Assume they are offering their feedback because they want to help you, not harm you.
Give Them the Flexibility They Need
While flexibility in the workplace has grown in importance to all employees, the type of flexibility your older employees desire may be different than the flexibility you or your younger staff are looking for.
For example, older employees may find themselves sandwiched with caregiving responsibilities for younger children and older parents. They may need to work flexible hours or work at home regularly to meet those demands. As a result, their flexible schedule may be different than other employees.
Don’t Apologize
You might think it’s a smart strategy to make jokes about—or even apologize for—your young age to defuse any tension that might be there. Or, you may feel a need to treat your older employees with deference out of respect for them.
While the occasional joke may be acceptable, don’t make it a habit to make your age the butt of every joke or apologize for being in charge. After all, you are the boss, which means someone thought you could do a great job of leading and managing your team. Approach your role with confidence (and a good dose of humility), and you’ll find yourself a better leader.
Age Is Just a Number
For many, a managerial role represents years of hard work and preparation. But, like any role, you’ll face new challenges that will test you and help you grow. Managing employees who are older than you is one such challenge. But with the right approach, you’ll make your older team members feel comfortable with you in no time.
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