Key Strategies for Resolving Issues with Your Younger or Less-Experienced Colleagues
1. Present your new hires with business cards on their first day of work.
2. Invite your newest employees or team members to deliver a presentation to the rest of your team on a topic they already know something about.
3. Learn their names quickly, call them by name when you say hello, and praise them as often as you can think to.
4. If you are in a supervisory role, tell everyone who directly reports to you that you will go to bat for them if necessary.
5. Solicit the opinions of everyone who directly reports to you on a regular basis.
6. Invite your colleagues and employees to lunch on a weekly or monthly basis.
7. If you are a supervisor or manager, ask them what they want out of their jobs over and above the salary and benefits your company provides.
8. Offer your services as a mentor or create a mentorship program.
9. Give Young People the opportunity to use their skills and abilities on a regular basis.
10. If you have some Young colleagues or employees with substandard work ethics, compare their careers to other common experiences they may be familiar with.
11. Share your own path to professional success with your young colleagues or employees.
12. Instill an appreciation for delayed gratification by presenting the impending retirement of your Older workers as an opportunity for your Younger workers.
13. Periodically highlight examples of people who succeeded after repeated failures or other setbacks.
14. Emphasize the similarities between professional and personal successes.
15. Point out, when applicable, that age and experience are not always correlated.
16. If necessary, fire your Young employees quickly.
17. Explain to Young People why you do things the way you do.
18. Find examples to illustrate how all of us sometimes benefit from doing things the way we’ve always done them.
19. Use a previous failure to illustrate the occasional value of “business as usual.”
20. Impress upon everyone the reality that change is occurring faster now than it used to.
21. Work every day to create a culture that actively opposes the urge toward complacency.
22. Be able to explain specifically how you believe a new initiative will improve business.
23. Be able to explain specifically how you believe sticking with an existing strategy is the best approach.
24. Encourage anyone who doesn’t like a new idea to draw comparisons between the change you’re currently contemplating and similar changes in the past.
25. Expect to compromise.
26. Accept the fact that you will rarely have enthusiastic support for your decision from 100% of the people involved.
27. Admit mistakes when they occur.
Key Strategies for Resolving Issues with Your Older or More-Experienced Colleagues
1. If you are in a supervisory role, tell everyone who directly reports to you that you will go to bat for them if necessary.
2. Solicit the opinions of everyone who directly reports to you on a regular basis.
3. Invite your colleagues and employees to lunch on a weekly or monthly basis.
4. Ask your colleagues and employees why they have stayed with your company as long as they have.
5. If you are a supervisor or manager, ask your colleagues and employees what they want out of their jobs over and above the salary and benefits your company provides.
6. Give your colleagues and employees the opportunity to use their skills and abilities on a regular basis.
7. Tell your manager or other senior employees that you intend to spend your career working your way up the ladder at your company.
8. Find an Older or more-experienced person and ask him or her to be your mentor.
9. If you are Younger or more inexperienced than most of your colleagues, make it clear that you are prepared to work hard.
10. Periodically highlight examples of people who succeeded after repeated failures or other setbacks.
11. Emphasize the similarities between professional and personal success.
12. Point out, when applicable, that age and experience are not always correlated.
13. If necessary, encourage your Older employees into early retirement.
14. Remind change-averse people that they have been changing constantly throughout their entire personal and professional lives.
15. Impress upon everyone the reality that change is occurring faster now than it used to.
16. Work every day to create a culture that actively opposes the urge toward complacency.
17. Be able to explain specifically how you believe a new initiative will improve business.
18. Be able to explain specifically how you believe sticking with an existing strategy is the best approach.
19. Encourage anyone who doesn’t like a new idea to draw comparisons between the change you’re currently contemplating and similar changes in the past.
20. Expect to compromise.
21. Accept the fact that you will rarely have enthusiastic support for your decision from 100% of the people involved.
22. Admit mistakes when they occur.
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