Navigating Veteran Employees: A Guide for New Leaders

In organizations with a long-standing history, new leaders often encounter veteran employees who have been with the company for decades. These employees bring valuable institutional knowledge, but their deep-rooted ways of working can sometimes pose challenges. Here are some common issues new leaders face:

• Refusing to follow instructions, believing they know more than the new leader.

• Resisting changes to processes and workflows.

• Avoiding new roles or additional responsibilities.

• Holding onto outdated work habits, resisting the adoption of new technology or modern best practices.

• Undermining leadership decisions, subtly influencing other employees to resist change.

• Disengaging, feeling stagnant in their roles without career progression.

• Creating silos, preferring to work independently rather than collaborate with newer employees.

• Displaying passive-aggressive behavior, appearing cooperative on the surface but subtly delaying tasks or withholding critical information.

  
  

Building a Strong Connection

To effectively manage veteran employees, new leaders must build a BRIDGE—a structured approach to foster cooperation and growth.

B: Build Credibility and Trust

Veteran employees may be skeptical of new leadership, especially if they feel their experience is not acknowledged. To gain their respect:

• Take time to understand their perspectives and acknowledge their contributions.

• Demonstrate competence by learning about the company’s history, processes, and challenges.

• Engage in open conversations about their experiences and insights.

  
  

R: Respect and Communicate with Empathy

Resistance often stems from fear of change or feeling undervalued. Leaders should:

• Avoid issuing commands; instead, frame directives as collaborative discussions.

• Use active listening to understand concerns and validate their expertise.

• Explain the “why” behind changes, emphasizing benefits for the company and employees.

  
  

I: Involve Them in Decision-Making

Veteran employees appreciate having their voices heard. Encourage their involvement by:

• Seeking their input on proposed changes and improvements.

• Assigning them as mentors or advisors to leverage their expertise.

• Highlighting how their experience can help transition the team smoothly.

  
  

D: Deal with Resistance to Change Proactively

Change is difficult for many employees, especially those who have followed the same routines for years. To ease the transition:

• Introduce changes gradually instead of implementing drastic shifts overnight.

• Provide training and support to help them adapt to new processes.

• Recognize and reward small wins when they adopt new ways of working.

  
  

G: Give Clear Expectations and Boundaries

While respect is essential, leaders must also set firm expectations. Strategies include:

• Clearly defining roles, responsibilities, and performance expectations.

• Holding employees accountable while maintaining a supportive approach.

• Addressing insubordination professionally, using private discussions before escalating.

  
  

E: Engage and Motivate

Many long-term employees resist new roles or responsibilities due to comfort in their existing ones. To encourage engagement:

• Identify their strengths and offer roles that align with their skills and interests.

• Use incentives such as professional recognition, leadership opportunities, or flexible options to encourage participation.

• Celebrate their contributions and show appreciation for their loyalty and service.

  
  

The Importance of Adaptability

As a new leader, adaptability is key. You will encounter various personalities and work styles. Understanding how to navigate these differences can make a significant impact on your leadership journey.

Consider the diverse backgrounds and experiences of your team members. Each individual brings a unique perspective that can enrich the workplace. By fostering an inclusive environment, you can encourage collaboration and innovation.

Embracing Change Together

Change can be daunting, especially for those who have been in the same role for years. However, it is essential for growth. By creating a culture that embraces change, you can help your team feel more comfortable and engaged.

Encourage open discussions about change. Ask for feedback and be willing to adjust your approach based on their input. This not only builds trust but also empowers employees to take ownership of their roles.

Conclusion

Managing veteran employees as a new leader requires patience, adaptability, and strong interpersonal skills. By using the BRIDGE framework—Build credibility, Respect, Involve, Deal with resistance, Give expectations, and Engage—leaders can turn resistance into collaboration. When approached correctly, these employees can become valuable allies who contribute to the organization’s success while embracing positive change.

What steps can you take today to turn a resistant veteran employee into a trusted partner in your leadership journey?

With Love, Salina Salli

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If you’re ready to take back control and develop leadership strategies that actually work, let’s talk! Digital Dolphin Academy specializes in equipping leaders with the skills to handle workplace dynamics with confidence. Reach out at hello@digitaldolphin.one to explore how we can add value to your organization.