How to Supervise "Older" Employees?!?

Trauma Columnist · Jan 19, 2010

Yep, that is what I would answer also. There is no difference in supervising older versus younger staff. It's all in how you deliver the message.

Good luck on the interview btw...let us know how it goes.

roser13, ASN, RN · Jan 19, 2010

I don't think that's an unreasonable question, given that you are (your words) a very young nurse. Yes, of course everyone should be managed the same but you should no doubt be ready to manage with a light touch at first, acknowledging the tenure and experience of those you manage.

Ageism goes both ways and I suppose (rightly or wrongly) there will always be older nurses/aides that need to be convinced that you are deserving of your position. Don't get me wrong - I'm not saying that you should cater to anyone, just that you must be aware of the need to tread lightly at first.

DogWmn · Jan 19, 2010

with respect

Perpetual Student · Jan 19, 2010

"I don't hit them quite as hard with my stick because they're more likely to sustain injury!" :clown:

In all seriousness I think treating them the same is the way to go. Treat everyone you encounter regardless of age or other attributes with proper courtesy, yet still convey your expectation that they all do their jobs.

peacenow · Jan 19, 2010

The question of how to supervise older employees is very pertinent for nursing, since many nurses are nearing retirement age. In fact, it's a good question for any work environment, and not just how to supervise older employees, but any employee of a certain generation ("X" "Y" etc). There are lots of resources, books and online, that talk about the different perspectives of four major generational groups present in the workforce today. You would be wise to goggle "generation differences in the workplace" and take a look before your second interview. You might just wow your prospective employeer with your insight into the need to consider an employees age/generation while still treating everyone fairly and with respect!

jjensen · Jan 19, 2010

My first job right out of RN school was a charge RN at a long term care facility. I was supervising other RN's and LPN's who had worked there 30 plus years... I was 22 at the time. It was very intimidating to me because the only reason I was charge was the BSN behind my name... I actually learned more from those women and am grateful for the opportunity...

I am now much older and have learned to approach the older RN with respect and to gain as much as I can from them. If you respect them, they will respect you and life will be good...

classicdame, MSN, EdD · Jan 19, 2010

I believe it was about generational differences. Respect is the key word for all ages of course, but your expectations have a lot to do with it too. For instance, as a baby boomer I do not understand the need to be in constant contact with friends/family. Seems like a bother to me. But I try to understand that younger nurses have created this habit and it is important to them. So instead of saying "no cell phone" I say "put cell phone on vibrate".

llg, PhD, RN · Jan 19, 2010

I agree with peacenow. There is a lot of literature on how to manager different generations in the workplace. The strategies that work with younger workers may not work with older workers and vice versa. Do a little research on generational differences in the workplace and you should find lots of stuff.

The old "golden rule" of "Treat everyone as you would like to be treated" ... has been replaced by "Treat everyone how they would like to be treated." At least, to some extent. Just because YOU and/or your friends would respond to certain management strategies in a certain way does not mean that everyone would respond in the same way.

Knowing the characteristics of your workforce (and strategies likely to be effective with them) is part of the basic knowledge base of an effective leader/manager. They are asking you if you have that necessary knowledge base to be effective in your job. Having told you that ahead of time, I think they would want to see that you are aware of the common generational differences and have thought about how you would take those into consideration should you get the job.

They are also cluing you in as to where you may have some problems. They anticipate that you might have some problems earning the respect of the older workers and want to know that you are well-prepared for that.

cmonkey · Jan 19, 2010

As someone who will be one of those older employees, I think you should supervise them the way you would younger ones. If they're new to nursing, you are patient and calm and help them when they need it, help them understand why you do things the way you do on your floor, etc. Don't think that they're dumb because they're older. Far from it, they may well know a lot more than you, just not wrt nursing. Don't talk to them like they're deaf or stupid.

Basically, ignore their age when it comes to supervising, but consider paying attention to it when it comes to life experience.

LivingWithTheBreeze · Jan 19, 2010

Thanks for that info, Peacenow. I never really gave much thought to generational gaps in the workplace. I guess it may be because I have many friends with years on me! But it was interesting to google it and see the differences in the attitudes of each generation.

stellina615 · Jan 19, 2010

While the original interview question that was suggested to you definitely was hinting at generational differences in the workforce, I think that another important component of managing is finding out what strategies work for individuals. Just because two people are the same age, for instance, doesn't mean they will respond the same way to coaching, criticism, education, etc. When you plan your response for interview #2, be sure to address the generational component, but also be sure to say that you would do an effective job of working with everyone on a one-to-one basis to get a good understanding of what makes them tick as an individual employee. Good luck and keep us posted on how it goes!