Think of it as an opportunity to learn
In 1979, Stan C. Kimer joined IBM as a young go-getter. His boss, a 28-year-old woman, managed a few fresh-faced newcomers like Kimer as well as some old-timers.
Years later, Kimer was promoted into management at IBM. Because some of his underlings were much older, he knew better than to pester them daily and inquire about every aspect of their work. Kimer learned that older workers who report to someone much younger want recognition for their experience and expertise. Rather than stew in fury over having a boss half their age, these seasoned folks crave autonomy and simply want to do their job without having to prove themselves over and over to a supervisor whom they perceive as arrogant or condescending.
In an ideal world, you’d replace such personal disdain with a larger sense of shared mission. But if you can’t muster the excitement to help your employer achieve its goals, at least don’t make matters worse. Get their permission before offering your suggestions. From there, preface your input by saying, “Our styles may differ a bit, so here’s a way to help us work together better.”
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