"Lead and others will follow" is an often used phrase, but what happens when it's a young, management employee who's attempting to "lead" a team of older — and more experienced — aff?
In a sign of the times in this ever-growing industry, it is not uncommon to see hospitality-trained "Millennials," the Generation Y born between 1980–2000, making their way up the corporate ladder.
As a number of colleges and universities, as well as a smattering of high schools, continue to provide ‘Hospitality' to their curriculum, the result is more and more younger people are entering the industry
"4 best practices to help young leaders bridge the generation gap at work," is a post written by Tommy Beyer, CHA (certified hotel administrator), who himself is a member of that Generation Y.
He offers his overview on what it takes to maneuver in what can, at times, be a rocky road for both young and old workers.
1. It's all about "Respect"
It starts with an affinity for listening to those around you, the workers who comprise your team and the individuals you're counting on; along with it, is an unspoken consideration for an older worker's age and the experience they bring to their position.
2. Recognize the benefit that comes from "leveraging their experience"
Overtime, people come to trust those who, again, are good listeners. More importantly, and once that trust is established, the older worker feels comfortable in sharing their experiences, particularly when the younger manager is honest with them about their own lack of knowledge in a given area.
3. "Be inclusive"
One of the ways to get through any fear or intimidation of the older, experienced workers, is to let your team weigh-in on some of your decisions. Sharing in this manner leads to more trust and a feeling of belonging.
4. "Share your knowledge"
Do this without making the older workers, who may not have a degree, feel less worthy. Reciprocate when the older worker shares his knowledge with you: Share what you've learned while still respecting their viewpoint.
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