Your new boss is younger. Now what?
A younger manager is no longer the exception. Whether you are 41 or 56, it touches on recognition, room to grow and the question of where you stand. This white paper starts with you, then looks at the two of you together and ends with your organisation.
- What research says about younger managers
- Six stereotypes tested, on both sides
- Four feelings you are allowed to have
- A reflection and a conversation card for the first real conversation
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You get right away:
The facts, six tested stereotypes, four feelings and what you can do with them, what helps on both sides, a reflection and a conversation card for the first real conversation.
Where it grates.
She usually means well, and you often have a point. Whether you are 41 or 56, the friction usually sits in one of these four places:
Tension 1.
Recognition
Does your experience still count, now that someone else sets the direction?
Tension 2.
Room to grow
When is it your turn, and is there still space for your own growth?
Tension 3.
Stereotypes, both ways
Common images of older employees are usually wrong. Low expectations of a young manager do not help either.
Tension 4.
What nobody says out loud
Anger or feeling passed over does not go away when you bury it.
What is in the white paper
Sound familiar?
The first month, and two HR professionals aged 41 and 56 with the same new director.
The facts
How often it happens, and what research says about emotions and expectations.
Stereotypes
Six images of older employees tested, and your image of her.
What it does to you
Four feelings you are allowed to have, and a reflection with three questions for yourself.
What helps
What you can both do, five points for your manager and a conversation card.
Your organisation
Four steps to make age differences a strength.
White paper: Your new boss is 34
- The facts about younger managers
- Six stereotypes tested
- Four feelings and what you can do with them
- What helps, on both sides
- A reflection and a conversation card
A look inside the white paper
This is what it looks like
From the white paper
Three careers, one table.
In the Netherlands the state pension age is 67, and promotions depend more on skills than on years of service. As a result, more and more experienced professionals get a younger manager. Whether you are 41 or 56, the white paper starts with you.
Download the white paperWho is at the table
Ages from the illustration in the white paper (the careers are fictional)
Is experience put to use, in every age group?
With Deepler Research you see how employees experience working with their manager, filtered by group such as age and only for groups of six respondents or more. Deepler 360 shows new managers where their self-image and their team’s view of them diverge, including the view of experienced team members.
- Working with the manager, by age group
- See whether experience is put to use
- 360-degree feedback for new managers
Trusted by small and large
Experiences of customers who make a difference with us.
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Larren
Recruitment Lead,
De Selectie
“Recently, I used Deepler to arrive at an EVP. Great what they were able to achieve in a short time! In a period of two weeks, we collected information and were able to continue with our AMC plan. In any other situation, it takes weeks, if not months, to get this done. Contact is good, friendly and constructive. Very nice club to work with.”
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Douwe
Recruiter,
Securitas
“Ideal tool and company to gain more and better insight into the organization and employees as an organization! And especially with speed! For us, it was also the need to get tools for the topics of retention, to prevent future absenteeism or turnover. I also have experience with other parties and I sincerely value the speed of switching, follow-up and personal contact with Deepler. Absolutely recommended.”
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Jolanda
HR Business Partner,
Nedcargo
“Deepler is a great tool for continuously collecting feedback from our employees. This input is then centrally available for us as management, but also for managers who benefit from it.”
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Jonathan
Manager,
UWV
“What makes Deepler special is that it doesn’t get stuck in numbers. It helps you immediately understand where it is and what teams need. For us, this ensured that employees themselves came up with areas for improvement and took responsibility for them. The insights were sharp and useful, but most importantly: the conversation that started afterwards made the difference. Thanks to Deepler, we didn’t get a paper plan, but change that was supported by the people themselves.”
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Amadeus
COO,
OSRE
“The software has a positive impact on us as a rapidly growing organization. By better understanding what is going on in the workplace and what people offer as solutions for improvements, we can make more effective decisions. The platform helps us to gain real-time insight and to respond directly to it via the tool.”
Experience and a fresh perspective need each other.
Download the white paper and turn the age gap into a conversation instead of a silence.
- Recognise what it does to you, at any age
- Test the stereotypes, on both sides
- State expectations, in both directions
- Prepare for the first real conversation
- Make age differences a strength in your organisation
Download the free white paper
Straight to your inbox. No spam. No obligations.