Recently I got an Instagram DM with the following question… 

“I’m in my 30s. A bunch of my direct reports are in their 50s. Advice on how I can get taken seriously?” 

While it may seem daunting to manage someone older than you, it’s your job to help bring out the distinct skill sets each person can bring to the table. Today, we’re sharing how.

What is generational tension or differences?

While generational differences are real, it’s important not to pigeonhole someone because of the year they were born. According to this Harvard Business Review article on preventing generational tension, “the majority of differences among employees are driven not by generation, or by age, but by their unique personalities. The individual differences within a generation are much greater than the differences across the generations. Take some time to consider each of your direct reports as a whole person — a function of their generation, their age and stage, and their personality.”

Value your team equally, regardless of their age

One thing you can count on is that everyone wants to feel valued - no matter what age they are. To help your team tap into their meaning and purpose, we recommend: 

→ Using Strengths-Based Development

The process of helping your team members understand their strengths will expand their sense of how they might contribute to your team and organization. For most people, young or old, seeing their ideas put into action and unique talents utilized will increase engagement and decrease any tensions, generational or otherwise.

→ Ask Intentional Questions

While it might be tempting to drop into “I said so” leadership, asking intentional questions and doing plenty of active listening will ultimately serve you and your team best. One of our favorite questions is, “What contribution do you want to make to our goal?” 

→ Look in the Mirror Before You Look Out the Window  

Do a little self check-in. If you’re feeling like you aren’t being taken seriously, could it be something beyond age? For example, are you showing up on time? Not giving your team the resources they need? Are you being clear with your instructions? It’s critical to be honest with yourself around your current leadership style (and areas for improvement) before jumping to conclusions around age. 

Your team members are diverse– and you owe them a supportive environment  

Ultimately, everyone can benefit from more age diversity in the workplace - but it’s up to today’s business leaders to ensure we build a work environment that is supportive of this. And that means we need to start identifying, nurturing, and communicating on how to make each employee feel more valued, regardless of the year they were born. 

Interested in supporting your own multi-generational team? Get in contact with us today to find out more about how we’re supporting multi-generational teams in experiencing more collective motivation and purpose.