Young Managers of Older Employees – 4 Secrets to Success!
Are you among the group of young managers whose reports are much older than you? Then, these 4 secrets will make you wildly successful (and popular!)
Two things often happen when millennial managers are in charge of older employees. One, young managers feel they are not taken seriously. Two, they feel like they have to pretend to know things they don’t. The truth is that when you are a young employee and you have little life and work experience, the idea that you have to fully fit in your managerial role from day one can be daunting. It can make you behave in ways that are completely unproductive and that will likely achieve the opposite results than what you seek. (Like constantly questioning your judgement, for instance.)
So to help you avoid falling into a trap, here are:
Young Managers of Older Employees – 4 Secrets to Succeed from day one
- Accept that you’ve got what it takes. If you were given a managerial position, it’s because your boss saw something in you besides a degree that qualifies you for the job. You’ve probably had enough volunteer experience with the Peace Corps or helping Habitat for Humanity build homes in Guatemala. Or you led enough student councils, schools newspapers, and debate clubs. Or you might have created your own small business, led a fundraising effort for a school in Africa, or simply impressed your boss with your passion for your community. Bottom line, as a young manager, you bring to the table specific skills, common sense, problem solving, and very possibly, an ability to inspire others. That’s why you were chosen. Embrace it. Remind yourself of your value daily. Create a mantra around it so you can repeat it in times of self-doubt. And believe me, you’ll have a few of those along the way. (I.e.: “I’m a young manager and I’ve got what it takes to succeed.”)
- Get to know each individual. Leave any preconceived notions at the door. Establish individual relationships with your older reports so that you learn as much as possible about each one of them. Approach the relationship without preconceived notions of how flexible or rigid, outdated, or in need of training this person is. The reality is that people will often surprise you. Show your true self, be transparent in your purpose and you’ll get the best out of every one. And while you’re at it, check with each person the preferred method of communication (email, text, phone, in person, etc.) to be as effective as possible when communicating with your older reports. Successful young managers are known for their flexibility and this includes, using a variety of communication vehicles to deliver their messages.
- Be humble and assertive at the same time. If you master this fine line you’ll have your job cut out for you. Be humble in asking for the input of your older employees. They are knowledgeable about the job, the company and the industry. Consulting with them will save you headaches, time, and money. The more you make them feel included in the decision-making process, the better they’ll respond when you make a decision. Be assertive in making decisions after weighting pros and cons. Managers can have a democratic style but in the end a decision needs to be made and the responsibility of the outcome will fall on your shoulders. So make a decision behind which you can stand.
- Be the young manager everyone wishes their kids were. I’m always thrilled to meet amazingly bright young managers who are wise and mature beyond their years. They project a sense of calm and collectedness that mark them as clear leaders of their organizations. They inspire others to do their best, to give their all. They make everyone wish they had been that well-put-together at that young age, they make everyone wish their own kids were this smart. Be that person. How? By following the previous three secrets. And by:
- Asking lots of questions
- Encouraging curiosity, exploration, risk-taking
- Acknowledging that you don’t know everything and you’re always learning
- Readily admitting mistakes
- Honestly praising the work of your team
- Offering recognition for older employees who do a great job, and
- Making people feel significant about their contributions and their role in your team.
Introduce a mentorship program: Whether its the older employee’s mentoring younger ones or interns. You can even partner with organizations and schools, if the employees are willing. Not only is their experience being put to good use, but the company would also build some good karma. – American Express Open Forum
If you love learning and you love a challenge being a millennial manager of older employees can be an extremely rewarding experience. If you take it seriously, it will propel your career forward at amazing speed.
Share your own advice here. What works and what doesn’t work for you? What suggestions do you have for your colleagues?
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