Lately, I’ve been seeing a lot more requests for tips on how to manage mature workers. Here’s the thing. I don’t think it’s all that different than managing all workers. But okay, if you need specific tips, here they are:
R-E-S-P-E-C-T-Aretha Franklin sang about it, but it’s more than just a song. Companies need to embrace what the mature worker brings to the table. Instead of dismissing their ideas as gibberish, acknowledge their perspective and listen for those pearls of wisdom that can only come from experience.
Technically challenged-Today’s young managers can’t imagine a time when people grew up without their own personal computers. While there are many people who have adapted well to the use of technology, there are others that are still adjusting. Come to think of it, there are still some Gen Y people who may not know all there is to know about technology.
Start by taking a look at how your organization trains its workforce. One size no longer fits all. Computer based training may work well for the younger set while the more mature worker may do better with one-on-one training. Explain this to your managers and encourage them to choose the type of training that will work best based on the needs of their employees. This one small step can help eliminate the frustration that often escalates when one party wants to learn something and the other party believes that they should be able to figure it out themselves.
Standing on the corporate ladder-Many younger managers assume that everyone wants to go up a rung on the corporate ladder. This couldn’t be further than the truth. Many mature workers are happy coming in, doing their jobs and leaving at a decent hour so they can enjoy all that life has to offer.
There, now you have the secret formula. Now let’s see what you do with it.
