7 Strategies For Managing Direct Reports From Older Generations

Build strong relationships and lead a diverse team

From learning to involve more experience in conversations to practicing “Ask First, Speak Second,” here are seven answers to the question, "What are your best strategies for managing a direct report who is much older than you?"
 

One strategy that I use for managing a direct report who is much older than me is to prioritize active listening and open communication. It is essential to set aside time to understand their experience, perspectives, and concerns. 

I start by acknowledging the value of their experience and expertise, and actively seeking their input and feedback on work-related matters. Be aware of biases and approach each team member as an individual with unique strengths and challenges.
 

Linda Scorzo, CEO, Hiring Indicators

As HR leaders and managers, we often find ourselves in the unique position of having to manage direct reports who are much older than us. With the experience gap between us, it's important to remember that our job is to support the employee while still being seen as a credible authority. 

One strategy to manage a direct report who is older than you is to earnestly take their contributions seriously. Acknowledge their wisdom when earned and show appreciation for their experience and knowledge, as this helps foster respect between yourself and your senior coworkers. Creating an environment of mutual trust and respect allows everyone in the team space to feel comfortable making suggestions, contributing ideas, and providing feedback that works towards both the success of the team and achieving business goals.
 

Karolina Kijowska, Head of People, PhotoAiD

The very last thing you want to do when you have an older direct report is to let the situation fester and become more awkward. You should always take them aside and very directly address the elephant in the room; otherwise, you risk creating a very uncomfortable dynamic simply due to inaction. 

You might still have an awkward dynamic, based on your management style and the employee in question, but there is only a way forward out of the situation if you address it and come to an agreement on the best way forward.
 

Dragos Badea, CEO, Yarooms

Managing someone your senior can be an intimidating task. If not handled properly, resentment, jealousy, and pride can overshadow productivity. For starters, you must engage in a respectful and highly communicative relationship. 

Trying to prove that, “You know best, and that’s why you’re in this role–not them,” is not the way to go. Remember, you have nothing to prove, so instead, shift your mindset to how you can learn from your elder instead of trying to mold them into something else.

You should also be mindful of differences in generational learning. While they might not be the best at technology, they may excel at solving hard problems. Uncover their strengths, leverage them, and work on making incremental (but necessary) changes after trust and respect are already established. 

Bottom line–drop your pride, be kind and communicative, don’t be afraid to learn from each other, celebrate wins, and gently fuse your leadership style with the wisdom they bring to the table.
 

Bethany Jeffreys, Career Advancement Consultant, Pivot Management Group

Managing employees who are significantly older has been much easier than I initially expected it to be. While it might seem simple and straightforward, figuring out their ideal communication style is the best initial step you can take. 

Once you can establish effective communication with the employee, you'll be able to learn more about them as both people and professionals. Use that open line of communication to learn from them and leverage their previous experience to your advantage. Showing the proper respect to an older generation and acknowledging their experience often goes a very long way in gaining their respect.
 

Thomas Hughes, Human Resources Consultant, Red Clover

The thing about being human is that there's often a fair amount of ego and insecurity involved. So, it's important that no matter what age either person is, you have open conversations and understand what matters to them, what their goals are, and how they view their strengths and growth. 

Begin by learning how you can best support and manage them. As with employees of any age, respect, feedback, and acknowledgment can go a long way to creating a positive work relationship. I would also suggest setting up ground rules around expectations to reduce any lingering uncertainty. 

The reality is that ageism in the workplace is real. We all have misconceptions that, unless discussed, can create a negative work environment. Older workers may question the ability of a younger manager, and vice versa. 

Creating a culture that openly discusses these things can help everyone feel like they belong, can add value, and grow. Which, as the research shows time and time again, is what most of us want.
 

Andrea J Miller, ACC, SHRM-SCP, CEO, LeadWell Company

As a millennial manager, one of my biggest fears was managing someone older than me. Of course, this had nothing to do with the older direct report differing from younger direct reports but rather came from my own insecurities.

My manager gave me some expert advice on this subject, though, and I frequently repeat it to myself. She said, "Just because someone is older doesn't mean they're more skilled, talented, or even mature. Treat them as you would anyone else, but start by asking first and speaking second."

What I've found works best when managing an older direct report is just that: asking first and speaking second. An older direct report may have a treasure trove of experience that other managers never tap into simply because they never ask enough questions.

Ironically, I've started using this strategy with my younger direct reports, and it works just as well!
 

Bogdan Zlatkov, Lead Instructor for HR and Hiring, Growth Hack Your Career

Brett Farmiloe is the Founder/CEO and currently the CHRO of Terkel.io. Connect Brett Farmiloe