by Teresa Fausey
In last week’s post, I looked at
some of the “reasons” employers may have for not hiring older workers. Turns
out that most of them are based on mistaken assumptions.
This week, I’m going to talk about
some of the pluses older workers bring to their jobs and their employers. There
are several:
1. Older
workers are more loyal to their employers: According to a study by the
U.S. Bureau of Labor Statistics, workers
between 55 and 64 years of age have been with their current employers a median
of 9.3 years, while longevity for workers between 25 and 34 years of age is
only 2.9 years.
When talented and experienced
people choose to stick around for nearly ten years instead of three, employers
benefit. There are, after all, costs that come with turnover -lost productivity
and disruption in the workplace, as well as the cost of recruiting,
interviewing, hiring, onboarding, and training replacements. That makes the
basic fact of worker loyalty a big plus.
2. Older workers who have
been with your company for some time know a lot: They’ve not only
gained considerable professional experience and expertise; they also have a ton
of “organizational wisdom.” They know your organization—your cultural
idiosyncrasies, individual personality quirks, informal channels. In short,
they know how things at your company really work and how to get things done.
3. Studies show that older
workers tend to have better interpersonal skills than younger workers.
Probably developed through a variety of life experiences that go beyond the
workplace: building and maintaining long-time relationships with family,
friends, spouses, and children; dealing with adversity; overcoming fear; and
meeting unexpected challenges.
4. Older workers are more
tech savvy than you may think. In fact, 28
million people over the age of 45 are on Facebook, nearly
half of people over age 55 have a smartphone, and face it, computer usage
must be nearly 100% for people who have been in the workplace during the past
20 years.
5. Studies also indicate
that most
older workers are not only willing, but anxious to learn new skills.
People who want to stay active are eager to keep learning. They understand the
benefits—both economic and personal.
6. Older workers are more
likely to know themselves—what they want personally and
professionally, as well as their strengths and weaknesses. They also know that
not everything happens when, or even if, you want it to. They’re more patient
with other people and with circumstances beyond their control. They’re more
stable and dependable. As it turns out, older workers are more mature. Hmmmm.
7. Older workers make great
mentors and advisors, and many are interested in filling those roles:
In fact, many companies are already recruiting older -even retired - workers as
consultants and mentors.
Your organization should look to
add younger workers who will bring energy, excitement, fresh ideas, and an
eagerness to try new things. That’s how innovation and change happen. But in
every organization, a balance of the exuberance of youth and the experience of
age is a good combination to shoot for.
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