Put Your Best Face Forward

1. Lead by Example
Older workers may be skeptical of your abilities, not just because of your age, but also because you, or they, are new to the position. The fastest way to win them over is to walk your talk. If you expect them to be on time, then you should be early. If you want them to listen to your ideas, then listen to theirs. Employees follow based on how you lead them.

2. Understand Your Employees

Learn what different generations value and give it to them. Here’s a snapshot: Gen X, born 1965-1976, is naturally skeptical. These employees want you to prove yourself as a manager. Baby boomers, born 1946-1964, prize work ethic, which they measure in hours worked per week. Matures, born pre-1946, are dedicated, loyal and want to fit in rather than stand out.

3. Dress the Part

This is particularly tough for Gen Y, born 1977-1995. I like my flip-flops and tattered jeans as much as the next Gen Y-er, but attire sends a message. The more conservatively you dress, the older most people assume you to be. Consider making this an advantage.

[Jason Ryan Dorsey, 30, speaks to national audiences about Gen Y, and is the author of My Reality Check Bounced!]

Set the Stage

1. Seek Input

Older employees learned that seniority comes with age, so answering to a younger boss goes against that model. A more collaborative manager-employee relationship is key. You still need to assert yourself as a leader, but be open to learning. Ask for input. Questions like “What do you think?” and “Could you give me some feedback?” demonstrate that you respect other opinions and experiences.

2. Be Interested

Treat your employee like a person, not a subordinate. If you show a genuine interest and respect about their workplace priorities, preferences and values, your employees will be more motivated and accepting of you. Look at the expectations of your employee’s generation, and offer feedback and support in a way that best suits him or her. Give each person the same consideration you would hope to receive.

3. Be Organized

When it comes to any type of training or new procedures, be organized. Give specific feedback, set clear expectations, and make sure your older employees feel like a member of the team rather than an outsider to the younger generation in your workplace.

[Christine Hassler, 32, is a life coach, speaker and the author of 20 Something 20 Everything and The 20 Something Manifesto.]

Stay Positive

1. Encourage Your Employees

Organizations tend to underemphasize the professional development of older employees. Show that you genuinely care by doing the opposite. Rather than treating employees like they have one foot out the door, encourage them to attend training courses and master new skills and technologies. Don’t take stock in generational stereotypes that dictate what older employees should and shouldn’t be able to do.

2. Delegate Tasks

Make assignments based on your employees’ knowledge, skills and desires. Clearly state the requirements of the project, explain why it’s important, suggest resources and outline next steps. But allow them to go about their tasks with the substantial freedom that their expertise warrants. You can offer direction and a supportive ear, but never micromanage.

3. Watch Your Language

When delivering criticism, soften your language by following a positive statement about performance with “and” instead of “but.” Example: “You did an excellent job designing the booth giveaways, and next time it would be helpful if you could look for a vendor that would allow us to stay in budget.”

[Alexandra Levit, 32, is the author of How’d You Score That Gig?: A Guide to the Coolest Careers — and How to Get Them.]

USAA, a diversified financial services group of companies, is among the leading providers of financial planning, insurance, investments, and banking products to members of the U.S. military and their families. For the past three years, BusinessWeek magazine ranked USAA among the top two “Customer Service Champs,” highlighting our legendary commitment of providing highly competitive financial products for approximately 7 million members. For more information about USAA, or to learn more about membership, visit usaa.com.