- Jul 26, 2010
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Consider reading The Mentor Leader, for a whole new perspective on being a manager.
I've worked for people half my age, I have zero-no-problems with that.
And as far as resenting a younger peer who gets promoted or being a loser because you're fifty and in a lower position, these are all very damaging assumptions.
The incompatibility may have to do with something entirely different. Don't assume it's something unsolvable or even that it has anything to do with a promotion.
As for a person being a loser because they're 50 and in a middle or low position, it's entirely possible that their skills and personality are very well suited to what they are doing. That they are in that position doesn't make them a loser. A company needs cleaning staff as well as presidents, and it needs sparrows as well as eagles. The trick is just finding what each person does best, that 'plodder' who can always be relied upon to do his routine task is just as important as the creative person who thinks up a new idea or method. Promoting someone til they screw up is not a management technique, it's just a traditional time honored error.
As far as being tardy, is the person resentful and lazy, or is s/he dealing with a sick aged parent, special needs kid or other responsibilities at home.
Is the person someone who simply functions better if not held to a tight schedule? Some people work much harder and take less sick time and are on time more, if given some schedule flex so they have some say in when they serve their hours. It's not s bad to have one person come in at 8 and another at 8:30.
Also, quite honestly, I see no reason why someone should be penalized for taking their time off when they accrue it. The company gives the person that time off and they are by definition entitled to use it. If that is being used to imply the person is lazy or not committed to the team, something a little more substantial and functional that is a defined part of their responsibilities, that they aren't doing is better proof.
Too, keep in mind quite a few people who appear to hate work are actually suffering from depression; it colors how they see everything and can exaggerate anxiety and feelings about work. Other people have undiagnosed medical problems that are dragging them down. SHowing an interest in the problem person and finding out what's bothering them can lead to a much better team that accomplishes much more.
I've worked for people half my age, I have zero-no-problems with that.
And as far as resenting a younger peer who gets promoted or being a loser because you're fifty and in a lower position, these are all very damaging assumptions.
The incompatibility may have to do with something entirely different. Don't assume it's something unsolvable or even that it has anything to do with a promotion.
As for a person being a loser because they're 50 and in a middle or low position, it's entirely possible that their skills and personality are very well suited to what they are doing. That they are in that position doesn't make them a loser. A company needs cleaning staff as well as presidents, and it needs sparrows as well as eagles. The trick is just finding what each person does best, that 'plodder' who can always be relied upon to do his routine task is just as important as the creative person who thinks up a new idea or method. Promoting someone til they screw up is not a management technique, it's just a traditional time honored error.
As far as being tardy, is the person resentful and lazy, or is s/he dealing with a sick aged parent, special needs kid or other responsibilities at home.
Is the person someone who simply functions better if not held to a tight schedule? Some people work much harder and take less sick time and are on time more, if given some schedule flex so they have some say in when they serve their hours. It's not s bad to have one person come in at 8 and another at 8:30.
Also, quite honestly, I see no reason why someone should be penalized for taking their time off when they accrue it. The company gives the person that time off and they are by definition entitled to use it. If that is being used to imply the person is lazy or not committed to the team, something a little more substantial and functional that is a defined part of their responsibilities, that they aren't doing is better proof.
Too, keep in mind quite a few people who appear to hate work are actually suffering from depression; it colors how they see everything and can exaggerate anxiety and feelings about work. Other people have undiagnosed medical problems that are dragging them down. SHowing an interest in the problem person and finding out what's bothering them can lead to a much better team that accomplishes much more.