Navigating the complexities of workplace leadership is challenging enough; add an age discrepancy where you, the leader, are younger than your direct reports, and the challenges can multiply. According to a 2019 study by the Center for Creative Leadership, more than 40% of managers report having older subordinates. This is increasingly common as workforce demographics shift and as younger generations take on leadership roles earlier in their careers. 

However, age should never be a barrier to effective leadership. Here are five key strategies to help you lead older team members with respect, competence, and empathy.

1. Acknowledge Their Experience

One of the greatest assets older employees bring is their wealth of experience. Acknowledge this openly. According to a survey by the AARP, 87% of workers aged 50+ say that feeling valued is crucial to their job satisfaction. When you recognize their contributions and expertise, you not only build trust but also create an environment where they feel respected and valued.

Example Action: During meetings, specifically ask older team members for their insights on topics related to their experience. This inclusion demonstrates respect and leverages their knowledge for the benefit of the team.

2. Develop Mutual Respect

Respect is a two-way street. While it's important for you to respect their experience and knowledge, it's equally crucial that they respect your role as their leader. Building mutual respect can be achieved through transparent communication and demonstrating your own competencies.

Example Action: Share your vision and strategy transparently, and explain the rationale behind your decisions. This invites buy-in and shows you value their understanding of the big picture.

3. Leverage Their Strengths

Older employees often have well-honed skills and a deep understanding of industry nuances that younger employees might lack. Identify their strengths and find ways to leverage these within the team.

Example Action: Assign tasks or projects that align with their expertise. This not only maximizes their contribution but also shows that you recognize and appreciate their unique skills.

4. Promote Open Dialogue

Creating a culture of open dialogue is essential. Encourage older employees to share their thoughts and concerns, and be willing to listen. According to Gallup, engaged employees are 21% more productive, and engagement often stems from feeling heard and understood.

Example Action: Implement regular one-on-one meetings to discuss any issues, ideas, or feedback. This ongoing dialogue can help preempt potential conflicts and foster a collaborative atmosphere.

5. Invest in Continuous Learning

Leadership is not static; it's dynamic and involves continuous learning for both you and your team. Encourage a culture of lifelong learning where everyone, regardless of age, is committed to personal and professional growth.

Example Action: Offer opportunities for professional development that cater to all age groups. This could include mentorship programs, training sessions, or workshops that encourage skill development across the board.

Real-World Application

Consider the story of Sarah, a young manager at a tech startup. Sarah found herself leading a team that included John, a software engineer with over 25 years of experience. Initially, Sarah was apprehensive, unsure how to lead someone with significantly more experience. Sarah focused on acknowledging John's expertise and sought his input on critical projects. She promoted an open-door policy where John felt comfortable sharing his thoughts. Over time, John became one of Sarah's most trusted advisors, and their collaborative efforts led to the successful launch of several key projects. This real-world example underscores the importance of respect, open communication, and leveraging the strengths of older employees.

Leading someone older than you in the workplace is not about age; it's about fostering a respectful, inclusive, and collaborative environment. If you're looking for more personalized advice or want to enhance your leadership skills, consider booking a consultation with one of our leadership experts at Destination Workplace™. Our seasoned professionals can provide tailored guidance to help you become a more effective leader in any situation.

Creating a winning company culture takes effort, but it's well worth it, and company culture happens to be our area of expertise. We help you become a Destination Workplace™ so you can attract and retain the best talent in this hyper-competitive marketplace. Contact us to learn about our leadership development, culture development, corporate wellness programs and more!

The Destination Workplace™ Team

Destination Workplace™

About Betsy: Featured on FOX, CBS, NBC, and ABC, Betsy Allen-Manning is a leadership keynote speaker, workplace culture expert, and best-selling author who helps executives and HR leaders strengthen employee engagement, improve retention, and prepare for the future of work. Betsy’s thought leadership and original research in the National Workplace Trends Study and the Destination Workplace™ framework equips organizations with data-driven strategies to build cultures where people apply, engage, contribute, and stay. She is also the founder of an award-winning company known for providing top leadership training in Dallas, and is recognized for advancing leadership excellence and driving workplace culture transformations worldwide.