|
 |
 |
| Back to Robin's Remarks Main Page |
| Working for a Younger Boss |
|
| 12/6/2005 |
| |
ROBIN'S PERSPECTIVE: In circumstances where a younger boss is supervising an older worker, the most serious tensions are created by problems with communication and authority. Whereas a Baby Boomer may perceive his GenXer or Nexter boss as inexperienced and “hypersensitive” to criticism – convinced perhaps that the younger boss’s life has been challenge-free – the younger boss may view her more seasoned supervisee as rigid and inflexible (after all, the Boomers allegedly gave birth to work-life imbalance). These sorts of perceptions are often revealed through communication with both generations “talking down” to the other. What results is workplace “angst”, best defined by the struggle pitting wisdom against skills.
How can you help bridge the inter-generational gap? Diversity training can be a key way to help make people aware of each others’ sensitivities, and work out effective ways of delivering messages that are well-received. Another simple rule to impress upon every strata of the workforce: try to not look at a person’s age but at the capabilities he or she brings to the table.
As in any employment situation involving people of different ages, genders, cultures or races, the golden rule is generally the best standard to follow: treat others the way that you want them to treat you.
Possible web site sources of info: www.grayhairmanagement.com, www.fiveoclockclub.com, or www.helpguide.org.
|
| |
|
|
 |
|
|
 |
