Employees at all levels of an organization need to maintain positive working relationships. However, when a younger manager is assigned to lead more experienced employees, it’s not uncommon for generational differences to create misunderstandings or conflict.
Below, members of Forbes Coaches Council share potential difficulties older, more seasoned employees may face when working with a manager from a younger generation, and vice versa. Read on to learn how to anticipate these challenges and prepare strategies to navigate them.
1. Differing Norms And Expectations
Different generations have different expectations around appropriate work etiquette and ethics. An older and perhaps more experienced employee can meet this challenge by getting to know the new employee, becoming curious about what drives them, clearly stating how they work and agreeing on a set of working parameters. – Heather Heefner, Dart Communication
2. New Approaches To Tech
Older generations benefit from being open-minded and willing to explore new solutions. The younger generations have different approaches to situations than older generations, especially those related to technology and processes. Older employees with growth mindsets will be successful; those without will be frustrated. – Elizabeth Hamilton, EA Hamilton Consulting
3. Feelings Of Insecurity
The key is to act like a partner and quickly discover what is the value of a younger manager in their professional life. Don’t feel threatened; lead with curiosity. – Edyta Pacuk, MarchFifteen Consulting Inc.
4. Reduced In-Person Communication
Generational shifts in how people work have grown, and can sometimes feel like chasms. One major shift is toward a tech-focused approach and away from paper-and-pencil and in-person meetings. Though the demand to do everything online can feel frustrating and alien, try to find comfortable ways to operate that still honor the tech spirit, such as typing up handwritten notes after your meeting. – Dr. Rebecca Osei, Concierge Psychology
Forbes Coaches Council is an invitation-only community for leading business and career coaches. Do I qualify?
5. Shifting Notions Of Work-Life Balance
My older clients often struggle with the younger generation’s focus on prioritizing their personal lives versus a “work first” orientation. This topic provides an opportunity for my clients to explore their potential biases as well as strengthen their perspective-shift skills. A new perspective can help raise awareness, activate empathy and support a client’s growth mindset. – Suzanne Norman, Suzanne Norman Coaching and Consulting LLC
6. Competition In Working Relationships
The younger manager may feel threatened by the individual contributor’s technical knowledge and may undermine their confidence by trying to make it seem irrelevant or dated. In this case, the older employee should adjust their communication to reflect helpfulness rather than being “the source of all knowledge.” A mindset of collaboration will naturally ease the manager’s fears and tone down competition. – Adriana Gattermayr, BTS
7. Distinct Individual Strengths
One potential challenge—and opportunity—as an individual contributor with a much younger manager is to look at your different strengths and capitalize on them. The older employee may have more background on the company, and the younger manager may be very tech-savvy. Create a relationship where you both are open about learning from each other. Having different perspectives on issues is a gift. – Wendy Hanson, New Level Work
8. Dated Beliefs About Leadership
I was 28 when I held my first executive role, leading team members twice my age. I’m now the older one. Whether a leader or team member, the challenges are often dated beliefs about what makes a good leader or manager. Experience is significant, but age doesn’t necessarily translate into delivery capability. Leaders and employees must meet each other “where they are” to grow and succeed together. – Barbara Anne Gardenhire-Mills, Purpose-Filled Solutions & Evolutions
9. Age-Related Stereotypes
Set aside your bias. For example, Gen-Z might often be perceived as lazy or not being on time. As an experienced contributor, look past the age or stereotypes and treat the new manager with the same respect you would have for yourself. There are always opportunities to mentor or reverse mentor; therefore, be open to the possibilities. – Kelly Huang, Coach Kelly Huang
10. Varying Levels Of EQ
It depends on how highly evolved the experienced contributor’s emotional intelligence is. If, aside from being experienced functionally, they also have a healthy EQ, they could ask, “How can I help to make this boss shine?” – Cellene Hoogenkamp, KokuaHub Inc Coaching
11. Unconscious Biases
Whenever diving into a new situation, I first look at myself. I know my brain harbors unconscious biases, as does every other person’s in the world. Specifically, age bias is a real thing, and it can go both ways in this “younger boss” relationship. I would take a test to identify what unconscious biases I have, such as Harvard University’s Implicit Association Test. – Laura Flessner, Mindtap
12. Overvaluing Experience
It’s easy to believe that knowing more is paramount. While you may have more experience, recognize that the younger manager brings a fresh approach and new ideas. Offer to share your expertise, be open to new approaches to the work and seek to understand their perspective. Ask lots of questions, such as, “What’s driving your thinking?” or, “What is your vision for a successful outcome?” Together, you will deliver a stronger outcome. – Shelley Hammell, Sage Alliance, Inc.
13. Changes To Existing Systems
This is a specific instance of a common pattern: how to build a productive relationship when a new manager comes in. Difficulties arise because the system is disrupted. Established patterns are broken. New perspectives and preferences are here. An existing employee can leverage their experience by building relationships. It’s not a challenge to meet head-on. It’s an opportunity to create anew. – Duncan Skelton, Duncan Skelton Coaching Ltd
14. Lack Of Curiosity About Values
Every generation has different values and different strategies to fulfill their needs. When we meet someone who is much younger, we first need to listen to learn and understand what is really important to them. Most challenges arise from a lack of understanding and rigid expectations. Imagine you visit a different country without curiosity and warmheartedness. What will you receive in exchange? – Dominik Szot, MIA
15. Feelings Of Disappointment
It can be tempting to believe that age equates to being the best-qualified, or that this situation means that you will forever be passed over for promotions. Rather than getting stuck in that mode, focus on collaboration. What can you learn? What can you share? How can your support and collaboration not only enhance results, but also serve as an investment in your own future? Leadership is a team sport that all can play. – Meridith Alexander, G.R.I.T. Mindset Academy