How To Effectively Manage Employees Who Have More Tenure Than You
Effectively managing employees who have more tenure than you can be challenging. They may be more focused on your limited experience with the organization than how you can help them achieve their goals.
The employees you manage might have preconceived notions about your competence or ability to lead. This impacts the level of trust between you and your team.
As a result, you must demonstrate your ability to coach your team, provide guidance, and navigate forward. The following suggestions can help.
Implement these tips to effectively manage employees who have more tenure than you.
Talk With Your Employees
Schedule time to talk with each employee about their daily routine, challenges, and feedback on the department. Show you want to collaborate with your team to make decisions.
Employees who have more tenure than you typically know things about the company that you do not. Therefore, asking for their input helps effectively manage them.
Your employees have different skills and more experience with the organization than you do. Use these advantages to work together to reach company goals.
Confidently Make Decisions
Express confidence in making business decisions. This shows your team you are highly competent in your role.
Include your employees in as many discussions as possible. Show that their knowledge and input are valued and appreciated. This promotes feelings of authority and respect.
Encourage your employees to prioritize learning. This helps them advance within the organization. Your employees will appreciate your support for moving forward in their careers.
Admit when you make a mistake. Determine what went wrong. Learn how to do better next time.
Leading by example sets the standard for your employees. It models the behaviors you want to see from them.
Support Your Employees’ Success
Clarify your expectations for your employees. Provide the resources needed to perform the work. Hold your team accountable for their results.
Acknowledge your employees’ knowledge and abilities. Ask how you can help your team better perform their work. Respond accordingly.
Publicly acknowledge your employees’ successes. Privately provide constructive feedback to improve performance.
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