How to manage people older than you

Updated November 9, 2026

Experienced people rarely resent a younger manager; they resent one who ignores what they know. Ask for their input early, agree on outcomes, and let them choose how to get there. Earn respect by being clear, fair and useful, not by asserting authority.

What to do

1. Ask before you decide. In your first one to one, ask what they have seen work and fail on this team. Use at least one of their ideas and say where it came from.
2. Agree on results, not methods. Set the goal, the deadline and the quality bar together, then leave the how to them unless it fails.
3. Explain your reasoning. When you make a call they disagree with, give the why in one or two sentences and the facts behind it.
4. Ask what they want next. Do not assume they want to slow down or that they are not ambitious. Ask about the work, skills and recognition they want.
5. Hold everyone to the same standard. If something is off, raise it privately and directly, the same way you would with any teammate.

What to say

In your first one to one, you can say:

You've been doing this a lot longer than I have, and I'd be foolish not to learn from that. My job is to clear the way for you and keep the team pointed at the right goals. What do you think we should keep, what should we fix, and how do you like to be managed?

Avoid

• Apologizing for your age or your title: it undermines you and makes it awkward for them.
• Jokes or assumptions about generations, tech skills or retirement plans.
• Overcompensating with rigid control to prove you are in charge.

Questions