The days when working for a woman boss was a big issue are over €" we hope. The new problem for employees is working for a younger boss. This is particularly common in any digital field, especially marketing and increasingly publishing. It's bad enough having to work with youngsters who are ambitious, pushy and know it all. But it's that much worse when you have to work for them.
In 2010, CareerBuilder conducted a survey and found that 43% of workers aged 35 years and older work for a younger boss; 69% of people aged 55 years and older have younger managers. It's a scary and unsettling prospect for people who have worked hard all their lives to achieve their current position to suddenly be faced with a supervisor who has rocketed up the corporate ladder in a fraction of the time.
Let's look at three of the biggest challenges faced by older employees working with younger bosses:
1) Respect: How on earth does a 55 year old employee respect a 30 year old boss? How does someone with around 30 years experience in an industry suddenly start taking orders from someone who has been in the field for maybe five years? It's even more difficult when the younger boss doesn't recognise the value of all that experience and goes about making changes and restructuring processes willy-nilly. In cases such as this, it's usually best to bite the bullet and accept that this person wouldn't be in their position unless they knew what they were doing. Make suggestions by all means, but don't dig in your heels and get angry. This will achieve nothing but suspicion and resentment.
2) Assuming the role of mentor. It's easy to slip into a father or mother figure role. After all, kids need guidance. But these €kids' are grown up professionals and are unlikely to appreciate being coddled. They may even find it patronising, which once again leads to resentment. Don't try to be a parent or assume that the €kid' needs to be led through the first few months (years) of management.
3) Embracing change. Some people thrive on change. Someone people don't. It can be argued that older people are particularly resistant to change, especially if something has been working for them for several years. When young bosses come in they usually want to implement a number of changes, often these have to do with digitising the work place. Remember that reeds bow in the wind and survive, while oaks topple over.
Yes, it's tough accepting that someone young enough to be your child is in a position of power over you. But that doesn't mean the relationship can't work. Accept that your younger boss has something of value to offer the company. Allow that you can learn from their vastly different experience. Don't be afraid to point out when something you've done has worked. Don't be afraid to offer help if it's needed €" but only if it's needed. Do your best to adapt to the new situation, even if that means you need to acquire a new set of skills €" you'd have to do that for a new boss no matter what the age.
The trick, and it's difficult one, is to let go of resentment. Once you can do that, you can generally work out your differences and once again enjoy going to work in the morning.
In 2010, CareerBuilder conducted a survey and found that 43% of workers aged 35 years and older work for a younger boss; 69% of people aged 55 years and older have younger managers. It's a scary and unsettling prospect for people who have worked hard all their lives to achieve their current position to suddenly be faced with a supervisor who has rocketed up the corporate ladder in a fraction of the time.
Let's look at three of the biggest challenges faced by older employees working with younger bosses:
1) Respect: How on earth does a 55 year old employee respect a 30 year old boss? How does someone with around 30 years experience in an industry suddenly start taking orders from someone who has been in the field for maybe five years? It's even more difficult when the younger boss doesn't recognise the value of all that experience and goes about making changes and restructuring processes willy-nilly. In cases such as this, it's usually best to bite the bullet and accept that this person wouldn't be in their position unless they knew what they were doing. Make suggestions by all means, but don't dig in your heels and get angry. This will achieve nothing but suspicion and resentment.
2) Assuming the role of mentor. It's easy to slip into a father or mother figure role. After all, kids need guidance. But these €kids' are grown up professionals and are unlikely to appreciate being coddled. They may even find it patronising, which once again leads to resentment. Don't try to be a parent or assume that the €kid' needs to be led through the first few months (years) of management.
3) Embracing change. Some people thrive on change. Someone people don't. It can be argued that older people are particularly resistant to change, especially if something has been working for them for several years. When young bosses come in they usually want to implement a number of changes, often these have to do with digitising the work place. Remember that reeds bow in the wind and survive, while oaks topple over.
Yes, it's tough accepting that someone young enough to be your child is in a position of power over you. But that doesn't mean the relationship can't work. Accept that your younger boss has something of value to offer the company. Allow that you can learn from their vastly different experience. Don't be afraid to point out when something you've done has worked. Don't be afraid to offer help if it's needed €" but only if it's needed. Do your best to adapt to the new situation, even if that means you need to acquire a new set of skills €" you'd have to do that for a new boss no matter what the age.
The trick, and it's difficult one, is to let go of resentment. Once you can do that, you can generally work out your differences and once again enjoy going to work in the morning.
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