From the course: Connecting with Your Millennial Manager

The job scene for older workers

From the course: Connecting with Your Millennial Manager

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The job scene for older workers

- Do you ever feel like there's something you're missing? Sure, you've seen lots of changes in your workplace and in your industry over the past 20 years, but all of a sudden you find yourself reporting to someone younger. How did this happen? Well, it's all part of the rapidly evolving workforce. And if we're going to continue working in it, we want to look at some of these changes and provide some answers to help you feel more confident. First, is your younger manager even committed to their job? There's this idea out there that millennials are job hoppers, that they're going to have many more positions in their career than earlier generations. So can you trust them to be there for the long haul? Well, the answer is most definitely yes. While it's true that millennials have statistically moved jobs more in their early career than previous generations, it's likely because they've needed more time to get settled than Gen X or boomers. So if you're reporting to a millennial, there's a good chance that they know exactly why they're in their job and it's a job that they've made a significant commitment to. This is actually a good thing because they're going to value your work ethic and your professionalism. Another issue you're probably concerned about is ageism and how you're going to be treated as an older worker. There's no question that ageism is a big problem in today's workforce. Age discrimination complaints at the Equal Employment Opportunity Commission have risen steadily over the years. So you might feel a bit defensive wondering whether your younger manager is going to treat you with respect or write you off as irrelevant because you're older. We'll be talking more about how you can counteract ageism, but the good news is that research from Cornell University finds that when different generations spend more time together, existing age bias is diminished. Okay, so far so good. However, even if you create an unbiased relationship with your younger manager and your team, is the company going to let you stay? Traditional policies have indeed tended to push workers out of their careers in their 50s. In fact, a study by the Urban Institute and ProPublica predicts that 56% of people over 50 will be forced out of their jobs one way or another. So how are you supposed to develop a good relationship with your younger manager if you're feeling like there's a target on your back? For me, the answer is to actually double down on making that relationship work. Think about it. If you're working closely and effectively with your younger manager, they will more likely perceive you as an essential member of their team and will be reluctant to lose you. So developing a solid relationship with your manager could also be a smart way of ensuring your longevity. Consider sitting down with your manager for a heart-to-heart about your goals and your commitment to the team. Explore new ways you could support your manager's agenda and the team's success. Ask your manager for their input and suggestions about what you can do to make an even greater contribution. Make an outline for that conversation, starting with the question what is a key goal or milestone I could deliver that would make a significant impact on our success? Think how much it could mean to your job and to your future if you started thinking about your manager less as someone younger and different from you and more as a potential partner in your success.

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