Leading older employees can get tricky, especially if you’re younger than them. However, they often bring a wealth of knowledge and experience that takes a long time to attain.
By understanding and accepting their intricacies, you not only tap into a highly-skilled individual, but also a mentor and resource shaped by years in their field. To help you manage older employees, here are some things you should keep in mind:
1. Everyone learns differently
Don’t assume that older workers have enough experience to negate the need for additional training, and don’t think they’re completely clueless about modern technology. They’re just as eager to learn as you.
So, discover the strengths and weaknesses of each employee, no matter their age, to help them succeed in the company. Then, offer them the appropriate upskilling and reskilling opportunities, whether they be workshops, seminars, or training programs.
This not only keeps their skills up-to-date, but enhances their job satisfaction and engagement as well.
2. Be consistent
Remember that your employees are all colleagues, despite any age gaps. Although they seem different from one another, it’s important not to show preferential treatment–whether to younger or older workers. Use the same leadership and management style for everyone.
3. Be open to criticism
Feedback is important, and when it comes from someone who has been with your company longer, consider they may know its many facets better.
So, don’t shy away from gathering actionable feedback from older workers. It will greatly benefit everyone involved.
4. They may associate youth with inexperience
It’s unavoidable that some older employees will link your age with a lack of experience. In such cases, don’t be offended and prove them wrong.
If you were hired for a position, it means you’re qualified for it. Instead of letting older employees wonder about your qualifications, navigate your role with confidence and show your expertise.
5. They have different goals
A 35-year-old employee may be concerned about sending his kids to school, whereas a 50-year-old employee might be considering retirement and is worried about keeping active.
As their manager, be sensitive to their goals. You’ll end up negotiating their compensation packages with your finance department.
6. Use their preferred communication styles
Your internal communication strategies will vary based on employee preferences. For example, some love using email or instant messaging, while others don’t. If your personnel prefer having face-to-face meetings, indulge them if you can.
If it makes more sense for productivity and efficiency to use video conferencing platforms, work with any older employees who aren’t familiar or comfortable with the technology.
7. Don’t be intimidated
No matter the age gap, you could lose valuable time, resources, and talent when you hesitate to confront an older employee.
If they’re doing something wrong, they should be spoken to just like everyone else. Just remember to take an emotionally intelligent approach.
8. Acknowledge and appreciate their expertise
Older employees bring a wealth of experience and knowledge to the table. To continue maximizing their skills, recognize their accomplishments and contributions.
This not only makes them feel appreciated and keeps them motivated, but also sets an example for younger employees, emphasizing the value of learning from your organization’s seasoned professionals.
9. Encourage mentorship and knowledge transfer
Mentorship programs allow you to leverage the experience of older employees and develop fresh talent.
By pairing them with younger members of your workforce, you not only facilitate their professional development, but also help build strong intergenerational relationships within their teams.
10. Work-life balance
Besides varying goals, your older employees’ needs may differ from their younger counterparts as well. For example, they could have household responsibilities that require regular attention, such as their children.
In such cases, offering flexible work arrangements, such as hybrid or work-from-home setups and job-sharing opportunities, is a viable option. These adjustments can help older workers maintain a healthy work-life balance.
11. Ensure workplace ergonomics
Older employees might have specific physical needs that need special attention, so regularly assess your workplace to ensure that it is safe and ergonomic.
For example, simple modifications like adjustable chairs, better lighting, or anti-fatigue mats can significantly improve their comfort and productivity.
12. Health and wellness
Keep in mind that older workers may have certain health needs as well, so implement tailored health and wellness programs that cater to them.
Offer resources such as health screenings, fitness classes, and stress management workshops that encourage a healthy lifestyle and improve their overall job satisfaction and performance.
13. Foster a respectful and inclusive culture
According to the Society for Human Resource Management (SHRM), at some point in their careers, 30% of employees in the United States (US) have felt unfairly treated due to their age. 72% of them, meanwhile, say it made them feel like quitting.
To avoid such an issue, be vigilant against age discrimination. Avoid any stereotypes and encourage intergenerational collaboration. This helps cultivate a positive environment and a more desirable workplace.
Wrapping up—Manage older employees well and maximize their expertise
Leading employees older than yourself may seem challenging, but all it requires is a thoughtful approach.
By learning their intricacies, meeting their needs, and treating them as fairly as other workers, you can harness their full potential and leverage the skills and knowledge they’ve attained over the years.
Published: February 19, 2015
Updated: July 26, 2024
About the Author: Jocelyn Pick
