Like many other young people today, I entered the business world through a graduate programme with a large and well-established business. In my case, it was Enterprise Rent-A-Car. I grabbed the opportunity with both hands, worked hard and rose quickly through the ranks. I found myself in the role of assistant manager of an entire branch at the age of 23.
Suddenly I became responsible for a large team of people, many of whom were considerably older than me. I soon discovered that many people were extremely aware of both my youth and of the comparative age difference between us.
I had worked extremely hard to get to that point in my career and I was determined not to let my age undermine my reputation in the workplace or affect my relationships with a team that I liked and respected.
I won’t pretend it wasn’t challenging. It has been a very steep learning curve, but the experience has given me some valuable insights into handling this potentially complicated dynamic. Here is my advice to any young manager who might find themselves in the same situation.
Don’t act your age
Remember how you reached this position in the first place: by excelling at your job. Don’t be embarrassed about your age or feel unworthy of your position. Have faith in your own abilities. Your level of confidence in yourself is a hugely important part of maintaining authority, so stand firm in your decision-making and don’t doubt yourself.
Don’t act your age: act like a manager. You job is to effectively guide your team, help them understand and work through mistakes, support them with appropriate training and recognise their successes.
Value older employees
Older employees and the wealth of experience they bring is a hugely valuable resource: don’t assume that you know more than them because you are the manager. This knowledge can prove invaluable to you and the company, and knowing how to harness it is an important skill.
Make your teams feel valued and make sure they know that their opinion is important. Seek their input in the decision-making process and remember that you can’t rely on just yourself – respecting their expertise will help to enable both their success and yours. The best bosses always want to keep on learning themselves and there’s no one better to learn from than your colleagues.
Be adaptable
Every person learns in their own way, irrespective of age. Different generations communicate differently and it’s important to be able to adapt your own methods of communication to suit everyone’s priorities. Take the time to get to know your team individually so that you have a good understanding of their strengths and weaknesses, as well as their preferred methods of training.
Mind the gap
A generation gap can often mean a difference in lifestyle and it’s important to understand how your teams’ situations can differ from your own. An older employee may be trying to balance their career with a busy home life or with caring for an ageing parent. If you invest in these people by being flexible, you are more likely to gain their trust and support, and see better results and a more loyal workforce in the long term.
Be open and communicate with your team
It’s good practice to communicate openly with your team. Just because a fellow employee has been part of the company for a while, it doesn’t mean they automatically know what you expect from them. Take the time to talk to your team members directly and make sure you’re all on the same page with everything from everyday processes to the future strategy of the company.
Being a great communicator means knowing when to listen and when to share. Listen to what your colleagues have to say ask them how you can help them to do their job better. If they feel heard and that their opinions matter, they’ll notice your leadership rather than your age.
Amy Brereton is a branch manager of Enterprise Rent-A-Car
