7 ways to manage older employees

There are numerous examples of young entrepreneurs making headlines these days. Similarly, there are many young professionals who are making it to the board rooms in their late twenties or early thirties. Till about a decade ago, this was only possible (well usually!) if you were the next generation entrepreneur where you made it to the board if your father (or forefathers) had set up the company.

Managing employees (and I use the term “employees” to include “team mates”) can come with a lot of challenges. Here are some ways of how to deal with employees who are older to you. Indeed a true test of running with the times.

1. RESPECT

We’ve often been told to respect the elders. Just because the elders are junior to you in a professional rank makes no difference. Most of the points in this article will relate, at least in part, to respecting elders. It goes a long way in managing conflicts and gaining their support.

2. Manage their EGO

The older employee might have been the one who was eyeing this position that you have just got. This worsens the situation as not only have you seized his position, but he considers you to be far more inexperienced for the position. You are likely to get no support and in fact more troubles. Manage the ego by saying that you cannot work without him and explain how you value his experience and opinion. Recognise this in open forums like a team lunch. Remember, you don’t have to massage their ego, just manage them well.

3. Be confident, but inclusive

Be firm in your decision making. Be self-confident but avoid demonstrating that you know it all. Be fair and inclusive. Working hard is important to gain respect as well as proving how you deserve this position. Listen to the suggestions and points mentioned by older members and analyse them with an unbiased mind to come to a decision. Explain why this decision is being taken rather than because you prefer it as you are the boss.

4. Research and Recognise

Research about the good things that never happened in the team, example a team lunch. This creates a feeling among team members you are going to be a good boss (or a senior). Create team building events and publicly recognize the efforts of the older members. Use formal and informal opportunities to know each team member better. It always to know your team well. If you think they were not given a reasonable raise in last appraisal, compensate this time. Given them more authority and responsibility. These should be done in deserving cases only.

5. Respect differences

Differences may exist between teams. Don’t underestimate the experience of older people who may have a great point to say based on their experience. Use brainstorming and debating techniques to utilize these differences effectively. Needless to mention, keep a broad mind to be able to accept their views.

6. Equity

Often times some people tend to have a tendency to take special privileges for granted only because they’ve spent more time in the company or they are “senior” in age. Create an environment you treat everyone equally when it comes to professionalism. But culturally, you respect the elders. Do justice to your own job by taking objective decisions based on information and you will gain more respect from all for this.

7. Don’t pre-judge

Don’t assume that the new way of doing things is always better than the ‘old ways’. Don’t take decisions because “times have changed”. Keep an open mind to learn from their experiences and you will realize that at times, old is gold and it’s better to stick to ideas that are time tested. Rather than considering as "slow movers", consider them as anchors who keep you away from taking those decisions in a haste in a “fast changing” world. As mentioned, do take your own decisions though.