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Manager referred to my age.....

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Comments

  • #32
    wakka12
    Registered Users, Registered Users 2 Posts: 9,786 ✭✭✭wakka12


    I dont see how it was an overreaction. If somebody ever says 'no offence' it means theyre saying something thats not very nice

    If he just meant that she/he doesnt need the same supervision as the younger coworker because of his experience then he wouldnt have said no offence, if he meant no offence he wouldnt have said 'no offence'


  • #33
    One eyed Jack
    Registered Users, Registered Users 2 Posts: 24,650 ✭✭✭✭One eyed Jack


    Miseme01 wrote: »
    However my question is did I do the right thing by having it out with him? I certainly felt better but I dont want there to be any bad feeling. I am still a bit shocked tbh.

    🀔


    You did the right thing OP IMO by going back and having it out with him, thereby clearing up any confusion over what appears to be a simple misunderstanding. In a diverse workplace with people with different perspectives and personalities, good communication isn’t just beneficial to everyone, it’s essential, for a whole number of reasons. Best to clear up any misunderstandings immediately in the moment rather than let them fester and have you think negatively of the person for something they said that was never intended the way you heard it.


  • #34
    Manager LoveHandles
    Banned (with Prison Access) Posts: 5 ✭Manager LoveHandles


    myshirt wrote: »
    If it hasn't 'happened for you' at the age you are at, ask yourself why?

    Separately, you may be mixing up legal responsibility for non discrimination based on age, with something that is an entirely different issue.

    And listermint is mixing up 20 years experience with 1 years experience repeated 20 times. There's a difference.
    listermint?


  • #35
    rn
    Registered Users, Registered Users 2 Posts: 1,102 ✭✭✭rn


    Well done on "training" that personnel manager in one aspect of first level people management.

    Having said that, there's a conundrum that many first line managers have to reconcile in many large to very large companies.

    The basic legal requirement to be equal opportunity versus enacting company directives that target special groups to achieve some corporate desire.

    Many companies have "rapid acceleration" programmes that identify young potential leaders for special education and mentoring programmes aimed at catapulting them up the ladder faster than their peers. So if you've 20 years on your peers, the company won't be giving you a leg up.

    Lately, in my industry, there is a further focus to put special support for females to progress. (I work in an industry that's male dominated).

    So basically what that means if you are middle-aged male, the same opportunity to progress is available to you, but you won't be getting any specific help.


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