The challenge of leadership is to be strong, but not rude; be kind, but not weak; be bold, but not a bully; be thoughtful, but not lazy; be humble, but not timid; be proud, but not arrogant; have humor, but without folly. ~Jim Rohn
“I report to Jen who is in her late 30s and is as old as my daughter” Cindy said aloud to the group. She respects me though. The diverse group of women nodded in agreement. There are others who are not as lucky as Cindy, not necessarily because of being older but because they complain of having more experience than the Millennial who supervise them. They often take offense at any task given because they do not believe they should report to someone younger than themselves.
This is an increasingly common situation as workplace demographics change. Here are some strategies older adults can use when reporting to or being supervised by millennials:
- Focus on mutual respect:
- Recognize that your millennial supervisor has earned their position.
- Treat them with the same respect you’d expect, regardless of age.
- Leverage your experience tactfully:
- Offer your insights and experience as a resource, not a challenge to authority.
- Frame suggestions as “In my experience…” rather than “You should…”
- Embrace learning opportunities:
- Be open to new ideas and approaches your younger supervisor might introduce.
- Show enthusiasm for learning new skills or technologies.
- Adapt to communication styles:
- Be flexible with communication methods (e.g., instant messaging, video calls).
- Understand and respect different communication preferences.
- Manage your own biases:
- Challenge any preconceived notions you might have about younger managers.
- Focus on their skills and leadership qualities rather than age.
- Highlight your strengths:
- Demonstrate how your experience and skills complement the team’s needs.
- Show how your long-term perspective can be valuable for strategic planning.
- Be a team player:
- It’s no playtime. Support your supervisor’s decisions publicly, even if you disagree privately.
- Offer constructive feedback in appropriate settings.
- Stay current:
- Keep up with industry trends and new technologies.
- Show initiative in updating your skills.
- Practice active listening:
- Give full attention to your supervisor’s ideas and directives.
- Ask clarifying questions to ensure understanding.
- Seek feedback proactively:
- Ask for regular performance feedback.
- Show willingness to adapt based on constructive criticism.
- Find common ground:
- Look for shared interests or values beyond work.
- Build a relationship based on mutual understanding and respect.
- Offer mentorship subtly:
- If appropriate, offer to share your knowledge in areas where you have deep expertise.
- Frame it as supporting their success rather than undermining their authority.
- Embrace change:
- Be open to new processes or workflows your millennial supervisor might implement.
- Demonstrate flexibility and adaptability.
- Focus on results:
- Align your work with the goals and metrics your supervisor values.
- Demonstrate your value through your performance and outcomes.
It’s hard and often uncomfortable. But remember, successful intergenerational workplace relationships are built on mutual respect, open communication, and a willingness to learn from each other. By focusing on these elements, older adults can create positive and productive relationships with their millennial supervisors.
