“I know our new manager is smart and knows computers, but he is very young and pretty green. He has a lot to learn.”
The friend responded, “Our new manager looks young enough to be my grandson but he has fit in really well. Even our long-time employees respect him.”
When managing employees who are older, it is safe to assume that some of the old timers may be resentful and skeptical.
The manager in the first example made an early assessment of changes he wanted to make and he got management’s support. However, when he presented his ideas to his team, many become doubtful and reluctant—he came across as insensitive and impulsive.
The second manager interviewed all his employees and got to know them as individuals. He let his team know that his top priority was to ensure their success and well-being. He asked many questions and when good suggestions emerged, the manager gave proper credit. The youthful manger often used phrases like “What do you think?” and “How can I help with that?”
While young leaders cannot outrace time, they must earn their team’s respect.