How should an employee behave or build rapport with his supervisor who is younger in age and lesser experienced than him/her?

Through functional relationship based on respect for each course and degree

By objectively discussin what is required to succseed in achiving the groups and the overall company's goals. The supervisor (especially younger ones) seek to succseed and will appreciate any support in that direction.

The employee should be more informative with his or her new supervisor in order to make the supervisor clear. The ex-supervisor might be a plug & play and the employees need not to be more explanatory with the supervisor, but when coming to the point that the supervisor is new and less experienced, employee need to give all the histories of an issue and they should not show any lethargic attitudes infront of the new supervisor.  Whether the supervisor is new or experienced , the employee should keep him informed in important activities.  All we need to give some time to the new one to get blended with the new profiles.  Moreover the employee can cut down the loose talks with other dept. about the new supervisor saying that " he or she is too slow, I need to tell all the things to him/her".  It's all depends on the employee's mentality, as well the new supervisor has to gear up with the activities fastly.

The employee must respect his supervisor and show him/her the best he has got. The supervisor then would make his/her own calculations and outcomes with an equation that if this employee respects me and moreover he/she is efficient then I need such a strong back up in any position I get.

HI,

I feel, irrespective of age difference, rapport with each individual is very important. It will make them active in assigned tasks & results in good team works.

Respect, honor,Honesty

With your manager/Supervisor to build professional relationship with her/him with note that age is not considered as measurement for supervision skills.

1) One to one coordination- Have one to one coordination with all the junior team memebers.

2) Evaluation- Evaluate his strengths and weaknesses and guide the inbdividual to work on his weaknesses. But be sure you guide him on professional grounds and not to make emotional atmosphere. Because in that case the other team members observing should not get in to any doubts of favourisms.

3) Healthy Competitiveness- Always keep a competitiveness in your team but ensure it is healthy and does not get personal.

4) Appreciation and Criticism- Always appreciate the good work in front of the whole team and make it a point to point out the shortcomings on one to one basis to avoid humiliation.

By proper guiding & nurturing

He should do his job the best way he can. People who are unexperienced are two types - willing to learn and change or well not. If your case happens to be the second one than its a matter of time for this person to fail or for you to find a better job.

like you make the rapport with any person else, it is the same, the age in the businuss is nothing.

An expert machinist proficient in making shafts will not be knowing where the shaft that he makes will be fitted, but his lesser experienced supervisor should know. That is the difference between an ordinary employee and a qualified supervisor and hence it is mutually beneficial for both to build rapport with each other.