When you already have a business in your 20’s, often you are managing people who are several years older than you, and in some cases, employees with years more experience. Tendencies are, people have a hard time seeing you as the company’s decision maker. They may doubt your knowledge and capacities, lack and confidence in your leadership, just because you are a young manager. But try not to focus on the problem, instead, proactively change how you present yourself and your mindset. Here are some tips to helping young managers be seen as respected leaders:
Do not be afraid to be the boss.
Establish expectations, give your people responsibilities and hold them accountable. But, being the boss doesn’t make you exempted. When you commit mistakes or shortcomings, approach them in the manner you would want your staff to handle on their own. If you make tons of excuses or put the blame on other people, most likely, your employees will do the same. Older employees are particularly observant on younger managers who refuse to accept the consequences of their decisions.
Simultaneously display confidence and broad-mindedness.
Often, young managers doubt their own competence. So it’s important to show confidence. But overdoing it should be avoided, as well as the unnecessary display of power. A manager’s job is to show a certain degree of confidence in making decisions, while giving relevant input and knowledge. Your self-esteem and confidence in your capabilities will help you build your authority significantly. Being constantly nervous and hesitant can kill your power and influence, as well as the respect of your older staff members.
Do not play the “I am the boss” game.
Although you have the right to let your team know you are the boss, don’t let it go to your head. It’s a huge mistake. So, instead of finding ways to show them your power and authority, let your older colleagues or employees know that you’re there to help and not be an overbearing “big boss” who simply barks orders. Offer your assistance in accomplishing their projects faster and better. Often, your older, more experienced employees can help you more than you can help them.
Don’t stop learning.
The amount of knowledge your older employees have was gained over the years. Since you may be two to three decades younger than some of them, most likely, they know more than you do. But this should not affect your confidence. So rather than worry about it, continue learning. Consider professional and effective management courses in Melbourne. They offer ideal strategies on managing different types of people and suggest ways to improve leadership style.
Know your team individually and show them that you truly care.
Getting to know your staff personally is very important, as they aren’t just employees. They have their own personal lives which significantly affect the way they behave and perform at work. Learn about your employees’ families, their interests and their least-favourite things. Most likely, their passions are so different from yours, but if you take the time and effort to be interested in them in a genuine manner, loyalty can be developed.
Tailor your communication.
Naturally, individuals from different generations communicate in different ways. While younger people prefer and are more comfortable sending emails, and receiving and sending text messages, older employees usually aren’t. See to it that you learn how your people like to communicate and use that method to talk to them. In general, in-person communication works best. Again, management courses are a good opportunity to develop effective communication skills.