Younger Managers

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Like the Veterans, they prefer face-toface communication and value teamwork over individual achievement.

Generation X'ersThis group was born between 1960 and 1980 and includes about 52.4 million people. They were born after the Baby Boomers into a rapidly changing social climate and economic recession, including Asian competition. They grew up with both parents working, rising divorce rates, downsizing, and the dawn of the high-tech and information ages. At work, they can be fiercely independent, like to be in control, and want fast feedback.

Generation NextersThis group was born between 1980 and 2000 and includes about 69.7 million people. They were born of Baby Boomer and early Ceneration X parents into our current high-tech, neo-optimistic times. They are the youngest workers, but they represent the most technologically adept. They are fast learners and tend to be impatient.

Knowing and understanding the differences between the generations of people you work with is essential

Ask because the interdependent nature of work today cannot succeed with the underlying tension of intergenerational conflict.

With the continual rise of younger workers managing older workers, the young workers need to learn how to effectively manage their older employees. Young managers can use the following tips to avoid a disconnect and miscommunication with their older employees and gain their respect:

S" sensitive to emotional issues.

As a young manager, you need to be aware of what issues will upset your older employees. For example, if you have a Gen X'er and a Veteran vying for the same promotion, and the younger employee gets it, the older employee will be upset. He or she will feel that the company wasn't loyal to him or her. While the older workers realize that the younger workers may have excellent degrees, they question whether the younger staff knows what they're doing.

When this happens, ask your older employees how they are feeling. Don't say, "I understand how you feel," because they believe you cannot possi- bly understand how they're feeling. Also understand that older workers may be resentful of you because you're making more money today than they did their first 20 years of working. However, by encouraging them to express their feelings, you'll forge a greater understanding and respect between the generations. t Z, Realize that change is harder for older workers.

Older workers may be very set in their ways and resistant to change. For example, they may have trouble if you implement new systems or ask them to use new technology they're not familiar with. To help them get over this, explain the "why" of doing things. By explaining "why" you need them to do something a certain way, you open up the lines of communication. Use this open communication as a way to reap the benefits of the insight your older employees can offer.

3. Understand and use the older workerts preferred communication style.

As a young manager who grew up

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