How To Manage the Older Employee

How To Manage the Older Employee
The work force has several different generations
functioning side by side. Each generation has diverse
needs which means you will have to manage them differently.
So not only do you have individual styles to deal with,
you also have the employee's generation to include in
motivating the employee.

Given the requirements for great talent and the limited
talent pool, it's likely you will have an "older worker" as
part of your team. Retention of strong employees, no
matter what generation they reside in, is one of your
primary functions within the company.

What constitutes an "older worker...anyone in the workplace
40 years old and older." In the U.S., be aware of the Age
Discrimination in Employment Act (ADEA), which kicks in as
soon as an employee turns 40. Within the "older worker"
generation, you will have different needs...40, 55 or 65
year olds...they may have different workplace needs.

What happens when you are managing an employee who has more
years that you do in the workforce or within the industry?
What is your opinion of them? Do you see them as important
members of your team, or view them from the old school and
not up to current business knowledge or technology? It's
important that you be honest with yourself because your
perception of that individual affects how you treat them.
How you respond to an employee will affect their
productivity, which in turn affects your business.

So how can you motivate an "older worker?"

An older worker's needs are similar as well as different
from other generations:

Similiarities

-Maintain consistent communication around what you expect
from them and how you will support them in meeting these
requirements.

-Create a learning environment so they can continue to be
productive in the business.

-Quickly handle conflict to minimize morale issues.

-Provide a healthy dose of appreciation for what they bring
to the table.

In addition, respect is important for all your team members
but especially for the "older worker." They want to know
that you value their work knowledge.

-If you have an older worker who challenges you because
they been in the field longer than you...don't get
defensive. Instead, focus on providing them with
direction, along with a healthy dose of appreciation.

-Get their commitment to help you develop the business.
Ask them how they can effectively contribute to the team.
Whenever an employee commits to being part of the team's
success, your job is so much easier.

-Maximize their value by using them as mentors within your
team.

-Don't assume you know their career aspirations....check in
with them.

-You don't have to prove you're the manager with
them...they have been around the workplace and know all
about management roles. Instead, focus on maximizing what
they have to offer to the team. Gain their respect.

-Flexible time...the older worker who is close to
retirement may want to work part time. If you require
their knowledge, you may have to be creative to support
their needs.

-Benefits may be the most important aspect of an older
workers compensation plan. Check in to see what they want.

As a manager, you need to provide the same performance
expectations for all team members...no matter what their
generation. The difference lies in how sensitive you are
to each employee and what motivates him or her to perform.

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Pat Brill is the author of the blog "Managing Employees"
http://www.ManagingEmployees.net . You can reach her at
pat@TheInfoCrowd.com.