It was 2007, right before the recession hit. I was 22 when I got hired to work at a nonprofit as a program coordinator. It was my first big break after college. I had been looking for full-time work, and juggling three jobs for months prior so I was ecstatic to get a job in a field related to my degree, working with passionate and enthusiastic people.
Being my first real career job, I had a huge learning curve. I learned how to manage budgets, write grants, coordinate after-school programs, and most importantly how to supervise employees. I had some management experience while in college, but now at 22 I was managing actual adults, not just students. The majority of my employees were older than me, something that I was well aware of when I started the position. At 22, I was pretty mature and had some decent work experience under my belt. I was at the right place, at the right time, and most importantly in the fresh-out-of-school pay bracket.
As the program coordinator, I managed 7 teachers. In the three years I worked there, I got promoted to manager, then director. As we grew the program, I managed up to 20 staff and volunteers. It was a magnificent challenge, and the proudest part of my work history.
I consider myself a people person, and someone who genuinely likes to engage with others. Building a relationship of mutual respect and trust was really important to me — to run an effective program, I needed people to feel comfortable around me to express their concerns. I set the tone for open communication, with an angle of respect and admiration for their craft. To me, a happy, well-organized staff is the best way to serve your mission.
There was one issue though — one of the teachers was an older boomer who had a clear disdain for me. I was 22, and he was 60. I was technically his boss. I say technically because it was more complicated than that. Although I was hired to manage the program and supervise teachers, the boomer in question had also donated a large sum of money that was essentially paying my salary. Talk about work place politics!
Suffice it to say he had a hard time coming to terms with me as his supervisor.
As a supervisor, I have a pretty relaxed, easy-going attitude. As long as people are doing their jobs, doing it well, and serving the mission, I am fairly hands-off. There is a time and place for being hands on, and I try to create an environment and work relationship on the front end, to avoid issues later on.
I made my respect very clear to the boomer from day one. He had the wealth of experience (and money) to take the program to the next level, and his commitment was unparalleled. However, we didn’t see eye to eye on several issues and it created a difficult working environment. His vision for the program wasn’t what was best for the organization, which caused friction among us.
I realized there was a huge generation gap between us, and we weren’t speaking the same language. We just couldn’t get on the same page. I think he thought I was a young, dumb, twenty-two year old (I do believe ageism works both ways), and he probably thought I didn’t respect him and his tenure.
As a millennial supervising a boomer, here is what helped me/things I learned:
Creating a Culture of Respect
As a supervisor, the culture and environment starts with you. Creating a culture of respect in the workplace helps facilitate open communication. Once you make it clear you respect the other person, should there be differences, you can always go back to the respect. You are entitled to contrasting opinions, but the respect must be maintained.
Understanding Different Communication Styles
Millennials can often talk in a more casual manner than boomers. Be clear, and careful that your casual style isn’t being misconstrued as unprofessional. In addition, it’s important to understand how others would prefer to be communicated with. In this case, it was not via email or text, it was by phone or in person.
Lots of Changes May Seem Threatening
I was hired for my position during a time of transition for the program. Things were shifting and I got hired on quickly. A lot of changed occurred administratively, and I had a lot of work to build things up. Sometimes rapid change can seem like a threat to your boomer counterparts. I felt like the employee in my case thought I was out to rule the roost and overthrow his vision and all of his hard work. Through continued communication, and discussing our shared vision for the program we were able to overcome some of these fears.
You Will Have to Prove Yourself and Deflect Assumptions
For some silly reason, the boomer thought that I was entitled, privileged, and made a lot of money. While it may have seemed like I just fell into a managerial position, I worked hard all throughout college, and struggled for months post-college, to find my career calling. He also assumed I made a ton of money. I started out making $30k as a coordinator, in Los Angeles. I was essentially getting paid an entry-level salary, for a more advanced job. He didn’t know my struggles and didn’t care to. To overcome assumptions about you and your whole generation, you have to work hard, and be innovative. Keep them on their toes. Come up with new ideas. Challenge their assumptions.
Learn from Their Wisdom
If you are working with boomers, they have been around a while. They have stories to tell, and histories to uncover. Find them and learn from their wisdom. While you learn from their experience, test out new ideas.
Make It About the Mission
I say mission because I have a nonprofit background, but you can replace this with ethos, or the heart of the work. When personalities or egos get in the way, remember why you are there. What do you want to accomplish? Is it for the kids? To make a better world? To increase sales? Whatever the reason, find your common ground and focus on that.
Are you a Millennial who has supervised or worked alongside a Boomer? Or vice verse? What has been your experience?