Regardless of the age group of the team you’re managing, any management role requires diplomacy and wisdom to be successfully executed. However, in this period of multi-generational labour, many people may find themselves managing older employees. And although you may be qualified for your managerial role, it is not unusual to worry that you and your older employees may not get along well. The differences in work ethics, views or lifestyles could make working together frustrating, daunting and sometimes awkward for both parties, but this doesn't mean it is impossible to manage your older employees efficiently.
To get through the tensions that may arise when employees are older than managers, tact and intelligence is highly required. Therefore, in this article, we’re listing 5 expert tips that will help you efficiently manage employees that are older than you.
Undervaluing yourself in a bid to seem humble will only have the opposite effect. People can sense how you feel about yourself and they will treat you accordingly. We’re not implying that you should be tactless or condescending towards older employees, it simply means that you must not discount your abilities. Acknowledge yourself and the skills you bring to the table without second-guessing yourself, so it does not prevent you from giving the best to your employees and the job. One good way to stop undervaluing yourself is to identify your biggest fears and prove your worth through your actions.
That being said, it is very important that you be brave enough to admit ignorance. This could be hard to do since you may constantly feel the need to prove your worth, but always remember that ignorance acknowledged is an opportunity, whereas ignorance denied is a closed door. In other words, your being a manager doesn’t mean you must have all the answers. Make no room for unnecessary competition and turn your worries into learning opportunities.
While it is true that you got to where you are due to your commitments, skills and expertise, do not underestimate the value that the experiences and corporate knowledge of your older employees could bring to the job. Seriously, some of them may have a hard time adapting to newer techniques and digital skills but as a manager, you must be patient enough to integrate them into newer working styles that maximize their potential.
Provide the tools they may need for improvements and avoid all preconceived notions that you may have. Another thing you should do is take advantage of their years of experience and the wisdom they have as it could serve you in ways you least expect. Surround yourself with older employees who perform excellently in certain areas than you do, and seize the opportunity to broaden your horizons and deepen your knowledge. Not only could this help your professional life tremendously, it could also help you and the team become more comfortable working with each other and achieving common team goals.
Great communication between you and your older employees will foster productivity and increase job satisfaction. One way to do this is to ask them questions that could aid effective communication and develop healthy working relationships between you and your older employees. Like:
Equally, be available to answer questions they may have, and accept any suggestions they may have to offer. Ensure you develop a culture of unity but as you listen to them, it is crucial to be astute about when you need balance and when you do not, because seeking balance could get in the way of doing things right.
If conflicts arise between older employees, encourage them to resolve the conflicts quickly. If you are the one offended by how an employee has behaved, take a step back and reflect on how you can effectively address the issue without making the other feel attacked. If you want things done a certain way, be clear and assertive, but not harsh about how you want those things done and encourage your employees to do the same. Additionally, always remember to back up your decisions with data-supported facts when implementing new changes to prove the credibility of your decisions to any questioning team members.
Authenticity is a powerful trait for a manager to have. It is a steppingstone for excellence, growth and creativity. On the other hand, choosing a leadership style that is unoriginal and does not align with your values or match your strengths, in an effort to please older employees, could make things seem off and prevent you from building strong working relationships with them. Dare to be different. It helps you remain true to yourself, provides clarity and stops you from falling into the funk of competition.
Originality also makes paths for competitive advantages that will help you strategize and add value to your older employees. Consider speaking to a more experienced manager to gain insights on how to develop the perfect leadership style for your identity. Experimenting with several styles or doing rigorous self-assessments can also be instrumental in achieving this.
Some questions that could help you achieve this are:
Even the most dedicated employees may have trouble focusing on the job or meeting deadlines from time to time. If this happens, there are things you can do to improve their productivity. Addressing these needs ensures that your older employees are happy and productive as they contribute to the success of the company.
Be deliberate about how you address the needs and goals of older employers and the different challenges that may come with working with them. For example, they may need flexible hours to manage their lifestyles. Be empathetic to their struggles. If it is not consequential to the job, welcome dialogues about these struggles and help them feel heard. Instead of seeing older employees as abstractions to conform to unfavourable rules, view them as people with pride that can be wounded and hearts that can be touched.
Reward excellent work. Employees that perform excellently should be rewarded as your team would not be productive without them. Appreciate their efforts and if possible, give personal incentives. Not only does this encourage them, but it also makes other employees up their games.
Do you have other tips for managing older employees? Comment below and let us know!
