If you are managing older workers be sure to eliminate lingering stereotypes that may lurk in the back of your mind. Be mindful that any kind of narrow thinking on your part may cut into your productivity. You may have a lot of good younger workers, but that does not mean you can afford to neglect your older workforce.

Some baby boomers are the hidden gems of the work place, they may have skills and attitudes that younger workers have not mastered. Plus they may remember where that old file is stored

Just remember your ABC’s when managing older workers:

A. Address your attitude.  Eliminate stereotypes from your thinking, positive or negative. You may believe older employees are harder workers, or that they’re just waiting for retirement. Treat every employee as an individual without jumping to conclusions based on age. Stereotypes often keep us from tapping talent.

B. Give them feedback.  Many younger managers are a little hesitant to give older workers feedback. But remember that older workers need to know their value to a team or the importance of their work. And they need to know where and how they need to improve.

C. Consider making them mentors.  Older workers have a mountain of experience. Make use of it. They can help steer younger workers though minefields that are never written in the company policy manual, and they can provide insights based on their own successes and failures.