Millennials, otherwise known as Generation Y, are no longer the new kids on the block. Set to make up three quarters of the workforce in 10 years, many millennials, as the most educated generation in the workforce, have already climbed the ranks in their organisations to occupy positions of leadership. This is especially true for those engaged as white collar contractors (Independent Professionals/IPros), who may be experts in their particular field and at the helm or important projects, on an as-needed basis.

They have the aptitude, they have the technological know-how, and they have earned their place as project managers. But managing workers 5, 10, even 20 years older than you can come with its hurdles.

Be confident but cooperative

When you’re leading a team of people more practiced than yourself, it can be easy to be doubtful. But appearing weak and unsure will only emphasise the gap in experience and potentially raise questions about your competency. While it’s important to be confident and assertive to establish any level of authority, make sure you don’t come off as aggressive or overcompensating. Management is in many ways a two way street, and by asking for input and discussing realistic time frames you can illustrate that you value your team’s time and expertise.

Encourage mentorship

Remember that while you’re the boss, you’re still learning yourself. There is no expectation that you know everything, and managing a multigenerational team allows for a fantastic opportunity of two way learning. Do some of your older team members struggle a bit with social media? Do you or other younger team members lack a detailed understanding of the history of a sector? Mentorships where both parties gain something act as both a bonding and educational exercise.

Make yourself a part of the team

If you want respect from your colleagues, you need to make an effort. Making an effort to eat lunch with others, participate in social activities and get to know those you work with will not only make the job more enjoyable, but will show that you are a team player and care about creating a positive environment. It will also give you a chance to ascertain what drives your team. Are they motivated by career progression? Are they more focussed on flexibility? All these factors will influence how best to manage your team.

Understand different working styles

Studies have shown that certain generations expect different things from communication and leadership, and if your team is made up of a diverse mix of ages, this is an important factor to consider. Younger workers may require more guidance, feedback and mentorship from their managers and colleagues. Conversely, more mature workers may desire greater independence and freedom to work in their own way. It’s essential that you understand the varying needs of your team and manage them accordingly.