As a company trainer, how should you deal with older people who thinks they're better than you?

Answer 1

Speaking as an older person who has endured a variety of seminars on a range of topics from trainers that were usually younger, I can tell you that the issue is likely not about you but rather the training you offer that is considered suspect. You should therefor not take their attitudes personally. Consider the great paradigm changes that have occured in the workplace and in society over the last 20 to 30 years that have made necessary such training seminars. Have they not also left a legacy of promotions, principles, techniques, etc. once enthusiastically touted in training seminars but now abandoned? Many older workers who have, over decades, witnessed many such new ideas come and go, succeed and fail, have learned to be suspicious of the latest thing. You may , if possible, simply ignore them and know that you are the future. Or if you wish to 'deal' with them, engage them directly with questions. Get them to state the problem your training seeks to address. Untill they see the problem or issue your training seeks to address it is pointless to try to train them.

Answer 2

You are in the job that you are in because you were best suited for the job. Keep that in mind. When you are training, start out with a compliment. Tell them they've done a great job so far and you are not there to point out their flaws but to strengthen the skills they already have. That way, they don't feel threatened by you and see you as a resource. As a young supervisor, I know the challenges of having people older than you under you. The best way to handle that is if you have an issue, talk about it...Don't let any pent up frustration on your part or your employees part build up and explode 6 months down the road.

Answer 3

As the trainer, your employer placed their trust in you to instruct other employees on company policy and methods. If you weren't worthy of the job, someone else would be doing it instead. Remind yourself of that fact, then do your job without concern for the older people's bad attitude.

One of my jobs a while back was that of a department manager in a dental laboratory. I was 34 at the time and had quite a bid of experience ... I was fully qualified for the position. I had authority over a fellow in my department, who was 61 at the time and hard of hearing. Every time he had the chance, he bashed me verbally to dentists and other employees (not realizing how loud he spoke because of his hearing problem) and refused to do what he was instructed to do. He was very disruptive and undermined my authority within my department daily.

I followed company discipline rules over a period of months (this was a union lab) and gave the man 1 verbal warning, followed later by written warning, regarding his inability to conform to my (his) employer's wishes. After a series of 3 verbal and 3 written warnings, he became the first person I ever had to fire. On that fateful day, he understood just what the extent of my authority over him was! I have hired and fired people since then ... nobody likes to fire anybody ... even the worst employee ... I never have 'liked' or enjoyed that part of my job!

The reality is that people come around sooner or later ... they don't really get a choice!

Answer 4

You can ignore them to some degree, but you also must avoid looking like you're going to "save the day" by teaching all the old buffooons how to do it right (finally)..they will resent this. Mutual respect for the contribution everyone makes is what it's all about! Sometimes you may have to go out of you way a little to show their experience is valued. It won't kill you, and will go a long way.

Answer 5

Ask them for pointers, or for suggestions in training older employees. Allow them to feel valued, and not disrespected. An older person will treat you with disdain if they don't feel respect from you.

Treat them with respect, ask them what they are looking for in a manager that is younger than they are. By asking these questions it tells them that you value their input and the working relationship between you and them will change.

Answer 6

Ignore them and do your job to the best of your ability. The same way you deal with younger people that think they are better.

Answer 7

It's not that they're better than you, they have more "quality" work experience, as well as, problem solving ability. Listen and learn from them. They have been there, done that, it better than you and can offer you valuable if quality information, if you open your mind and eyes and close your mouth. Give them the respect they deserve.

Answer 8

You have to walk the walk before you talk the talk. If you are better you have to prove it.