Managing people older or more experienced? Read this.

It can get awkward

Hey team, happy Tuesday,

I’m in Norway this week, finally on the hiking, camping, and kayaking trip Char and I have been dreaming about for years.

On the flight over, I was reflecting on a conversation I’d had with an agency team I’ve been working with. They’ve just promoted two brand-new managers. And the very first thing one of them admitted to me was:

“I feel a bit awkward, because one of the people I manage has been here longer than I have, and she’s older than me”

That hit me, because I remember feeling exactly the same.

The first time I managed someone older than me it was uncomfortable for sure. Almost like I was playing a role I hadn’t earned. They had more years in the business, more expertise, more knowledge.

Meanwhile, I was the “new” manager, quietly worrying that every decision I made was being silently judged.

I’d catch myself overthinking: Do I look too young? Do they respect me?

We’re told that age brings wisdom. And I agree it does. The experience these colleagues bring is invaluable to a team.

But when you’re new to management, if we’re not careful that will tip into insecurity.

You start overcompensating, desperate to earn their trust, respect, and approval.

Respect flows both ways. And if you don’t address your own insecurities, they’ll quietly leak out into how you show up as a manager.

Here I approach it:

The Mindset

• Growth over perfection
  Older or more experienced team members have seen plenty of managers before you. What earns their respect isn’t you trying to look perfect, it’s you being committed to learning and improving. When you make a mistake (and you will), don’t hide it. Own it, take the lesson, and move forward. Growth always beats perfection.

• Evidence over insecurity
  That voice in your head will say: “I act too young. They won’t take me seriously.”
  Stop. Ask yourself: “Would I have been promoted if my company didn’t believe I was capable?”
  Your results got you here, not your age. Look at facts, not the story you’re spinning in your head.

The Practicals

• Show you respect their value early
  If you genuinely respect their experience, you need to show it in how you work with them. Ask for input. Involve them in problem-solving. Recognise their contributions publicly.

• Stay consistent
  Respect isn’t won in one conversation. It’s built through clarity, follow-through, and fairness. When people see you consistently set expectations, hold everyone accountable, and follow through on what you say, they stop wondering about your age or experience. They just see a capable manager.

This is just the surface.

Inside Fresh Start, I go deep into the exact scripts and frameworks for handling these emotional complexities. Not just managing people older or more experienced, but all the situations that make leadership feel heavy: difficult conversations, accountability, team dynamics, and more.

It’s 6 weeks of practical, word-for-word tools you can use straight away, so you’re never left guessing “what do I actually say here?”

If you want to step into management with confidence and systems that work, join the waitlist here.

Have the best week,
H