Love the ones you’re with: An Ode to Older Workers

| May 13, 2013

While prejudices against older workers still persist, organisational psychologist and executive coach Leanne Faraday-Brash argues that they deserve as much respect and appreciation as our younger employees.

They were thrilled when they could negotiate a few weeks off work to cross an item off their bucket list. With some fear, trepidation and excitement they set off on their quest for base camp at Everest. What was memorable about these intrepid travelers was that one was a late 40’s orthodontist and the other an early 50’s ear nose and throat guy. Both were just as imbued with a love of challenge, travel and adventure as any of their fabulous Gen Y support staff.

In an uncertain world, one thing we know for sure. Whilst it may be masked in a depressed economy, there is and will continue to be, a shortage of knowledge workers in this country that will never be addressed by immigration.

Aussies continue to retire younger than in almost any nation on earth except for Scandinavia (and fair enough, they get no sun).

Advances in biotech and medicine will improve health outcomes for older workers. They will live longer and will therefore need to work and be capable of making a worthy contribution with all their knowledge, experience and wisdom. The concern that older workers will be a drain on the company’s purse as they get older and sicker is insulting and short-sighted.

What are the major reservations about older workers? One is that they are seemingly rigid and set in their ways. Personality more than generation is the culprit here. Deciding that aversion to change is an automatic byproduct of age is as fallacious as deciding that all Gen Y’s are entitled, demanding, arrogant and unwilling to seek mentorship. The research shows that mature workers are still preferred in leadership and senior management positions. Young people want professional development and mature workers can provide it. They will be more willing to do so if we create hospitable, tolerant, empathic workplaces where difference is respected and collaboration is not assumed or demanded.

The second pervasive and insidious argument against older workers is that they are more likely to take sick days due to failing health than younger workers. However, the figures on absence related to bullying, overwork and poor culture is staggering and economically crippling. Tolerant, hospitable, well-staffed and supportive workplaces will counteract any real or imagined burden of old workers who need to take time off.

It’s not about age! Many stress claims, sickies and time theft are a reflection of disengagement and poor morale, not age. To be slightly controversial but honest, if we talk about productivity issues it’s not typically the over-sixties who are abusing work time on social media.

Once people are earning enough money to get by, the single biggest desire across all the generations is work/life flexibility. Any workers may be attracted to your company and stay longer if they can take career breaks, scale back due to other life circumstances (e.g. study or grandchildren), can work part time or telecommute at least some of the week. Accommodation of such factors will help serve to keep your talented staff longer. Workers of any age who feel discarded and unappreciated won’t display the skills and passion we need them to show.

We’ve all heard the adage that youth is wasted on the young. Respect and appreciation should not be reserved for our younger employees.

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