This is Not Your Parent’s Employment

Technology is changing, the culture of the office is changing and the economy is changing. If there is one thing that we can know for certain about the future, it’s changing. In the next few years we will see a change in employment that has never been seem before, a majority of management and top company leadership will be millennials- meaning they will be younger than the people they manage.

Millennials are the largest generation to date and the fastest growing group of employees. Many are rising through the ranks and beginning to hold positions of leadership and authority. As the years progress, more and more “kids” will be leading organizations.

On the flip side, baby boomers, faced with longer life expectancy and less robust retirements will be staying in the workforce longer than ever before. Even if baby boomers have fully funded retirement accounts, many are making the conscious decision to stay in the workforce for various reasons including the challenge, the excitement, the opportunity and the rewards.

All of this combines to make a unique circumstance in society where younger and younger people will be managing older and older workforces. This is not your parent’s employment. And I’m not even talking about the Facebooks and other millennial led organizations. So naturally this raises the questions; if I am a millennial, how do I lead an organization comprised of baby boomers? Or, if I am a baby boomer how do I take leadership from a millennial? Today I would like to offer 4 suggestions for you millennials and 4 for your Baby boomers to make employment work.

Baby boomers– If you find that you are now taking leadership and direction from a manager who is the same age as your kids:

Don’t assume they don’t know anything- They might be slightly arrogant or have an insatiable social media appetite but do not assume that they do not understand the company, the objectives and how to perform. Many young people today are well educated and because of the abundance of information available are able to learn and grow quickly.
Don’t assume they don’t respect you- Just because your kids roll their eyes when you talk doesn’t mean that your manager is thinking the same thing. Chances are that you arrived at your position because of the knowledge, experience and expertise that you have. Your manager regardless of age should respect that.
Don’t assume that a lack of technological knowhow will reduce your effectiveness- Sure the world is changing and many tasks are being simplified through technological advances but the core of customer service and relationship management will still be face-to-face interactions. These are skills that no technology will make obsolete.
Don’t assume you can’t learn anymore- A baby boomer can learn new tricks. This is evidenced by the fastest growing segments online and in social media….your fellow boomers. You are uniquely positioned because of your experience to grow faster and see opportunities others (millennials) miss.

The bottom line is that being a baby boomer could have some real advantages for you in the workforce. When I was applying for my MBA program, they gave special preference to applicants who had a few years work experience under their belt between undergraduate school and graduate school. The thinking was that life experience made the student more aware of options and solutions and a frame of reference in which to compare new ideas. A real asset.

Millennials– If you find yourself leading a team of baby boomers, here are a few suggestions to make the ride a little less bumpy:

Don’t assume your baby boom followers think you are too young- Many of us suffer from the imposter syndrome. A feeling of inadequacy that forces us into thinking we are underqualified for the opportunities we are given. Remember that you have the position that you have because your boss saw something in you that gave them confidence in your ability. Sure you will make mistakes but that doesn’t mean you are not qualified, nor do your followers feel that way.
Stop acting like age is important…it’s not- We have the tendency, because of the imposter syndrome, to defer decisions and responsibility to others. We may feel that because we are younger we don’t have much to offer; this is untrue. You have learned things faster and more efficiently than generations ahead just because of the availability and ease of access of information. My (grade school aged) kids are learning a second language on the couch with their Chromebooks- as a hobby. It is a different world and you bring knowledge previously reserved only for formal learning.
Don’t talk down to your baby boomer followers- A leader leads a team through positive guidance and inspiring counsel. Treat employees of every generation with respect, encouragement and opportunities for growth.
Listen- This isn’t just a millennial leadership suggestion but a general leadership imperative. To know how your team best responds, to know their needs and to gain their respect, a leader must actively listen and respond. A suggestion for millennials is to communicate with your team face-to-face (often). You may be comfortable behind the computer but your employees want to look into your eyes. To inspire you must be a part of the team.

The reality is, in the “new” economy, managers will need to be able to lead teams of people both older and younger than they are. And regardless of your age, you will need to be able to perform at a high and efficient level under the watchful eye of somebody with different experiences and expectations than your own. The age you are is the age you are- that will not change, but how you approach life and work….that is under your control. Age is unavoidable, this is not your parent’s employment, choose your attitude wisely.