Younger Managers

(Continued from page 54 ) with the technology of computers, you probably prefer to communicate via email. However, your older employees prefer face-to-face communication. Older workers tend to view email as cold and not very relationship-oriented. So regularly schedule face-to-face meetings with your older employees.

Also, when you need to give them feedback, get up from your desk and walk over to them to give it. Or, pick up the phone and call them. The more human contact you give them, the more respect they'll have for you.

4.gucoachable.

As a manager, you should be coachable and able to take information from your older employees without feeling threatened by them. Think of your older employees as internal consultants. Realize that they are valuable assets to your company because of their many years of experience.

5. Knoro the difference between recognition and appreciation.

As a member of one of the younger generations, you probably prefer to be appreciated rather than recognized. You are satisfied with a "Thank you" or acknowledgement for something you did. However, your older employees will want recognition. They want an outward sign of your appreciation, such as a plaque or an "Employee of the Month" award rather than a simple "Thank you" or "Job well done." When you give your older employees the recognition they deserve, they will be very grateful. t O. Know your stuff. Knowledge doesn't only come from book smarts. It also comes from experience. You have to work harder to appear knowledgeable to your older employees because they don't think you have enough experience. Knowledge is also one of the keys to creating trust. People respect people they like, but more important, they respect people they trust. Regardless of age, you always want to know that your boss is trustworthy. So work on building that trust between yourself and all of your employees.

,f , Ask great questions. Don't be afraid to say you don't know something. Always be open to asking your older employees questions. When you ask questions, they will be less likely to think of you as an "arrogant, know-it-all kid." Also, when you ask questions, ask openended ones rather than yes or no questions. Use the magic of three's. For example, you could ask, "What are the three biggest challenges you are facing with this task?" Not only do you open the lines of communication, but you also show that you care about how they are doing on the job.

Managing for Success

As a young manager, you need to know and understand the differences in the values and beliefs of the older generations. Knowing how to manage older employees will help you reduce the intergenerational conflict within your company, thus improving working conditions and productivity. As a result, you will gain a greater respect for your older employees, and they will gain a greater respect for you as their manager.

- Ray Pelletier, CSP, founder and president of The Pelletier Group, is a business speaker and author of the upcoming book, It's All About Service. Reach him at (800) 662-4625.