Do you find yourself grappling with a work-related dilemma, a career conundrum, or facing challenges in the workplace? The i Paper’s new work column is here to assist readers by providing expert insights and advice on such matters. Feel free to email your queries to [email protected].
Recently, I was taken aback to learn that my boss had been replaced by someone significantly younger, perhaps in their late twenties or early thirties. This new leader has come in with a plethora of ideas and some rather controversial objectives, claiming that we need a cultural overhaul and a fresh direction to remain “in tune with current trends.” While she is making a concerted effort to shake up the established dynamics of the company—dynamics that I believed were functioning quite well—she is also overhauling our systems and technology. Our schedules are now inundated with new training sessions, which are detracting from our actual job responsibilities. I find it increasingly challenging to keep abreast of all these changes.
I’m certainly not alone in my frustration regarding this new hire. It feels as though good ideas and a “vision” cannot possibly compensate for decades of experience. I’m struggling to find respect for her, particularly given that she is around the same age as my daughters. Should I start exploring other job opportunities? After all, it seems inevitable that I will be replaced with someone younger soon enough!
Helen Mumford Sole coaches top leaders and board members of Global 500 companies, including Coca Cola Enterprises, UBS, and Merck, in addition to high-growth startups. Beginning her career as a software engineer, she ascended to roles such as CIO and CEO. Helen has also served as an adjunct Professor of Happiness at Eugene Lang, The New School in New York. Follow her on Instagram @mumfordsole and on TikTok @mumfordsole for insightful discussions about work-related matters.
Assess the Situation
In your case, it’s essential to address two interconnected issues: your reaction to a significantly younger boss and the changes she is implementing. You have the ability to choose how you respond to this situation. One option, as you’ve mentioned, is to decide that this environment is no longer suitable for you and consider seeking employment elsewhere. However, if you have been with the company for a considerable time and enjoy working alongside your colleagues and clients, it might be premature to abandon ship.
When new leaders step in, they either succeed in making positive changes or they don’t. If your new boss manages to get results, why not stay and gain valuable experience? Conversely, if she fails to deliver, she may not last long in the position, so perhaps it’s worth waiting to see how things unfold. In either scenario, exercising patience could prove beneficial.
Gather the Facts
Let’s momentarily set age aside and examine rationally the nature of the changes your new boss aims to implement. It’s not unusual for a new leader to introduce changes, particularly if they have been brought on board to enact a specific agenda. The alterations she’s proposing could very well be aligned with directives established by higher management. If such changes have already been endorsed at a senior level, she may have ample support backing her initiatives.
There is also the possibility that her mandate for change was not explicitly defined. It may be beneficial for you to gain clarity on the context surrounding her hiring. Can you arrange a discussion with your boss’s superior to ascertain whether this individual was specifically chosen to facilitate change, or if her ideas stem from her own vision? It’s crucial to approach this conversation without cynicism or negativity; the goal is to gather information without appearing combative.
Consider framing your inquiry in a constructive manner, such as: “I’ve noticed new ideas and changes emerging in our team. I’d appreciate your insights on how this new direction was established. What does the company value most about the role this person is stepping into? Understanding this context will help us adapt to the changes more effectively.”
Maintain an Open Mind
Once you have the information you need, you will be better positioned to assess your next steps. You might also consider keeping an open mind as you navigate these changes. Embracing new learning opportunities can be invigorating and might prove beneficial for your current and future roles. Changes like these could be occurring across other companies in your industry, and if they haven’t already, they likely will in the near future.
You mentioned that you’re not the only one feeling discontent with this new hire. While it’s comforting to have colleagues who share your sentiments, this collective frustration may not be conducive to your situation. Agreeing with coworkers can reinforce your feelings but may not be constructive. Instead, you could take the initiative to suggest, “Let’s give this new leader a chance.” By steering clear of negative conversations, you can alleviate stress and create an opportunity for yourself to approach the situation with a fresh perspective.
If you find it difficult to adopt this mindset, consider implementing a reflective practice where you evaluate your thoughts weekly or monthly. Ask yourself questions like: Are things improving compared to before? Is this person performing better than I initially anticipated? What aspects are working? What isn’t? Am I feeling differently about the overall situation? This reflective process can aid you in clarifying your feelings and intentions.
Examine Your Age Bias
Your initial reaction appears to be heavily influenced by the age of your new boss, perhaps clouded by the fact that she is similar in age to your daughters. It’s important to recognize that biases in the workplace can be detrimental. By focusing on her age, you may be overlooking the underlying issue of resistance to change, which is a natural human response. To evaluate your feelings honestly, ask yourself: If your new boss had come in with no changes, would your opinion of her differ? What if a peer of your age enacted similar changes—how would that affect your perception?
Ultimately, it’s essential to be candid with yourself about your reactions. Is your discontent rooted in her age, or is it a response to the changes she is making? However, it’s crucial to acknowledge that no one should remain in a job that causes them significant distress or undermines their mental well-being. If you conclude that it’s time to update your CV and consult a recruiter about your options, that is perfectly acceptable.
That said, if you choose to seek a new position, it’s vital to maintain realistic expectations—every workplace comes with its own set of challenges and training requirements. Additionally, bear in mind that as a 58-year-old, you may encounter younger bosses in future roles; Generation Z is expected to represent a significant portion of the workforce this year. Should you decide to leave, I encourage you to do so gracefully and to consider what wisdom and experiences you can pass along to your new boss. Ask yourself: What can you offer her that might be genuinely beneficial at this stage of her career?
*As relayed to MaryLou Costa
