I recently started to work for a company and noticed a split between tenured and new employees...

19 Comments

1. AnonymousApril 14,2023 at 10:19PM UTC

   This sounds like a company that hasn't made the efforts to meld the workforce as it's expanded. Setting expectations is so important. Leadership should be setting the example and helping to facilitate the collaboration.

   As for your broad classification of us "old-school people," let me assure you, all people are not alike. Most do try to upskill their skills and keep current, most like to keep active and get involved, maybe not at work, but personally they do. They tend to like to keep things "professional" at work.

   People that have been in the workforce a while, "grew-up" when you did your job, kept your head down, didn't complain, and got paid for a job well-done.

   Today, ALL people, of all ages, are simply trying to stay employed, so there may be an extra element of fear from these "old-school people," but I assure you, if you decide to reach out one day, they may just surprise you with what they know and how excited they are you cared enough to speak with them or show them how to do something new.

2. AnonymousApril 15,2023 at 2:12AM UTC

   I've had to deal with this several times. It's always been about not sharing their knowledge and fighting against changes to keep themselves indispensable to the process/department so they can't be fired (they think). So far IME they've eventually been pushed out anyway and their successors figured out how to get the essential work done. It wasn't always a smooth transition, but the world keeps turning.

   Don't have much real advice beyond trying to determine what the essential work is and brainstorming ways to get it done when the people blocking the transfer of knowledge leave. And be transparent with leadership where the roadblocks originate. "I've sent 8 meeting requests to Bob to schedule a training session on llama grooming and all of them have been declined. Do you have any suggestions?"

3. AnonymousApril 15,2023 at 2:43PM UTC

   As one of the "un-cool" old-schoolers, I can tell you that your stereotype of those of us who have been in the workforce a long time is misguided at best. I am 67 years old and have worked since I was 22 after graduating with my bachelor's degree. We are the ones that got the company where it is today.

   I have been innovative and a team player my entire career and have always collaborated well. One thing that we "old-schoolers" do not care for is someone with half our experience coming in and telling us all of the things we are doing wrong.

   To start navigating your situation, look in the mirror as yourself 30 years from now and ask how your suggestion would feel if someone 30 years younger than you were to say this. Rather than saying, "This is old-school," ask the person where they got their experience and acknowledge it. When you say they need to "transition things to you," you are asking them to do their job, which can come off as threatening, so instead, ask, "What can I do to help you?" or "Can you show me how you do that?" New and fresh ideas should always be welcome, but learning how to present them is essential.

4. AnonymousApril 16,2023 at 12:58PM UTC

   I think you are right that the old school folks perceive a threat which is why they are slow to respond and cooperate.Probably also feel resentful that someone with much less experience thinks they have the answers. The old school has knowledge and experience about how the industry and company works and the new school has energy and drive and potentially fresh perspectives on old problems. Both sides have things to offer and the goal should be to use the best of both worlds.

5. AnonymousApril 16,2023 at 2:30PM UTC

   I love this comment - I agree 100%, I have the energy, and they know their stuff. I would love to partner so we can combine those strengths. Moreover, I think many of them know better than me on most- they just lack urgency & drive, and we really need it. I find it hard to communicate this because I actually don't want to offend them, and I also imagine that anyone can be burnt out after 10+ years in the same job while I come in all so excited.

6. AnonymousApril 16,2023 at 2:24PM UTC

   I will clarify - I don't think I've ever used "younger in my statement," I said newer, meaning those in the company for 5 years or less - they are of various ages. Many amazing people I work with now are much older than me, and I admire them - in fact, I am mentored by a great leader who is way older than me, and she is fantastic. I was specifically talking about people who have been in this company for 20+ years - they also come in different ages! They cancel calls and don't respond to emails or take a very long time to respond. I never said they are bad at what they do or don't know how to do their job; they can very well be stellar. But if they don't respond, how exactly am I supposed to know? I would love them to teach me their ways, and I don't think I know better (despite that I have years of a very successful career in 3 different countries); I know the value of being flexible. But if I ask a person to let me shadow their call 5 times, and they never let me - is this really on me? My manager asked me to shadow those calls as well.

7. AnonymousApril 16,2023 at 7:09PM UTC

   I will also clarify. I wasn't talking so much about what you said but how you said it. I'm sorry, but when you use words like "old-school," "tenured," "slow," and "unresponsive" and compare them to the "cool" and "new," what is one to suspect you mean? Even now, you state 20+ years with a company, which usually translates to the late 40s or 50s, so you ARE talking about older workers versus those just coming in (typically younger). I was only suggesting that you think carefully about what you say and how you say it, even do it with empathy, and you might get better reactions.

   As for their non-response, I don't know enough about where you work or what you do to say what to do about that. If you or your supervisor cannot get them to respond, I'm unsure what else to do. Some of the reactions you got from the "old guard" in this thread should give you some clues. Understanding how each "generation" (whether we are talking age or tenure) thinks and reacts is integral to assimilating into the company's culture.

8. AnonymousApril 15,2023 at 3:12PM UTC

   being a newbie is always difficult, but this is common where people that have been there for a while are favored for opinions changes in overall business flow amd recognition in the company. Maybe you can find a company that doesn’t have this culture

9. Jennifer WeaverApril 15,2023 at 4:26PM UTC

   I agree with some of the responses that say not all people are alike. That's fair. I also had your problem - there were people there for so long, all I heard was "that's how we always did it" or "just dust something off and reuse it". Their sense of urgency did not match mine. Coming in new, I had a lot of experience and expertise, and saw some easy wins for the company. But I approached it wrong. I wanted to get things done and grow the business, but I didn't take the step to manage office politics. As it turns out, all four new "leadership" people (all women if that matters) were let go within a year of starting. The tenured leadership just really thought they had it right. For my next position, I hope to find a company that welcomes new ideas. I also learned a very difficult lesson - if they don't want to change, they won't. no matter how many emails I send. Good Luck

10. Alexis GladstoneApril 16,2023 at 1:15PM UTC

    I like what some others have shared. How I've coached some of my clients to navigate similar situations is to take time to get to try to build a relationship with at least one of these colleagues. If you get them on your side, they may help ease things with others. Ask them about their experience in the company.

    • What have they seen change over the years?
    • What is important to know about how things work?
    • How is the best way to communicate with them (don't assume it's your way!)
    • Ask for their insight and opinion rather than always providing yours.

    I remind people that starting with baby steps is sometimes easier than big leaps in organizations.

11. Nibor EroomApril 17,2023 at 12:37AM UTC

    The tenured employees sometimes unknowingly belong to a culture of ‘sink or swim’ for new employees because that’s what they experienced. Nursing is notorious for this phenomenon.

12. QApril 16,2023 at 2:03PM UTC

    Your description is very polarizing, and that may be at the root of the communication problem. Younger employees are cool and easy to work with. Older employees don't understand how to run innovative companies and won't partner. I've had my fair share of coming in as the younger employee in the past, and while individual personalities can make work hard or easy - regardless of age - it's a rare thing for the good and the bad to divide by age demographics or time in the company.

    My experience has been that innovation and what works best is not one size fits all. I've often leaned later why something didn't work out and it was because I lacked the whole picture. From the other side, I've seen new people (all ages and experience) come in guns blazing, convinced they hold the freshest, best way of the future. I've watched them fail horribly when they were not able to assess the full landscape they were in. They often brushed off very real needs and challenges of their company and own role, determined to do things just like the professor showed in the closed and controlled environment of a classroom or because it was a good fit as an answer in another job they had. They were rigid and unable to flex and grow themselves and the way they communicated with anyone who didn't align with their ideas was dismissive and even derogatory. It was a very us and then mindset. In work as in life, they key is to be open to the idea we don't know it all and to be genuine in our way of interacting. Listen to connect and learn, not listen for a break in the conversation to get our say in. The other side, no matter what side, will be more open when they feel valued and not dismissed. Build trust and foster open communication through goodwill. Busting through as right vs wrong will only further erode collaboration and growth.

13. AnonymousApril 16,2023 at 2:20PM UTC

    I don't think I've ever used "younger in my statement," I said newer, meaning those in the company for 5 years or less - they are of various ages. Many amazing people I work with now are older than me, and I admire them - in fact, I am mentored by a great leader who is older than me, and she is fantastic. I was specifically talking about people who have been in this company for 20+ years - they also come in different ages too! They cancel calls and don't respond to emails or take a very long time to respond. I never said they are bad at what they do or don't know how to do their job; they can very well be stellar. But if they don't respond, how exactly am I working with them? I agree 100% on my lack of the whole picture. I am also an immigrant and sense that working with someone who maybe is of different color or language is an issue. It maybe not be - but it can feel this way.

14. AnonymousApril 16,2023 at 3:19PM UTC

    I agree with Alexis. It’s about building relationships. You need to take the time to learn about the organization, the team and how it currently operates. You need to take time to get to know each person individually, how they operate, communicate, work, and build trust Before trying to change it.

    By saying newer are “cooler” than others or existing are slow or have poor ideas when you don’t know them or the company as well as they do speaks volumes to your communication style. You are building a wall and you need to build a bridge.

15. AnonymousApril 16,2023 at 4:22PM UTC

    I been at my current company for a year and 6 months as an HR specialist and I’m dealing with the same issue. I understand exactly what you’re saying. People that have been employed there for 10, 20, 30 plus years do not have a sense of urgency and aren’t very collaborative. They don’t respond to emails or like to follow new policies or believe I should be paid as much as them. They like to do things as they have “always done them”. It’s very frustrating and it’s created a very stressful working environment hence the reason I am looking to for another position.

16. AnonymousApril 16,2023 at 7:59PM UTC

    Interesting. What type of industry is this. In mines it can depend. But I never apologize for trying to do well and get things done…

17. Nicola BanksApril 16,2023 at 10:52PM UTC

    Engage with the Oldies... let them know you value their experience and knowledge of the company.

    Ask for advice - face to face or via telephone (chances are they may not be getting messages you're sending if you send via instant messaging or email).

    Set some meetings say twice a week to learn the transition items (note they will not want to give their babies up), and sell that you are giving them more time in their weeks.

    Hope this helps!

18. AnonymousApril 17,2023 at 12:45AM UTC

    This is happening to me. I was selected to be the one no one wants to help, everyone gossips about as not doing so well after a couple weeks with almost no training. My team leader had prepared the other newbie well and have her slit of help and doesn’t nit pick with her, but me-different story. I do one thing wrong I am banned from doing it again. I swear I work with a de sociopaths.

19. Louise CloutierApril 20,2023 at 9:52PM UTC

    I would avoid doing anything to further entrench the notion of two opposing camps. Doing that might be emotionally satisfying in in the short term, but that's essentially scratching a mosquito bite.Instead, seek out the good qualities of those old timers. These qualities may turn out to be really useful to you! Meanwhile, the more these folks feel genuinely appreciated, the more likely they will come forward to collaborate with the new employees, in a productive way.
    Whatever you do to bridge the gap, the more your workplace culture will improve in general. Win-win for everybody!