Newsletter – Motivating Older Workers: Don’t Miss Out

March 5, 2018

Motivating Older Workers: Don’t Miss Out

 

A common client question these days is: how can we motivate and engage older workers? Those who are at or approaching the traditional retirement age of 65 are the fastest-growing group in the overall population; those who are in that category will increase by about 66% between now and 2035. As people live longer and age healthier, they want to keep working, either because of financial needs or the desire to stay engaged and productive.

“Older workers could be your most valuable asset if you managed them correctly.”

Yet these workers may be ignored or even scorned, frequently because of entrenched prejudicial stereotypes about older workers or poor management. In addition, sometimes younger managers may not know how to manage someone older than themselves. Partly because of this, age discrimination lawsuits are the fastest growing class of employment discrimination cases in the federal courts right now.
Ironically, older workers could be your most valuable asset if you managed them correctly. Because of their experience, they know what the work environment requires of them and they actually tend to stay in jobs longer than younger workers, which would lower your turnover costs.

 

What Should You Do?

  • Throw out your stereotypes. Just like younger workers, older workers want to be treated with respect and as individuals. Get to know what their values are and you’ll know how to engage them.
  • Replace the word older with the word experienced. Who doesn’t want an experienced worker?
  • Ask them for input. Don’t be afraid that they’ll think you don’t know what you’re doing. Be open to their feedback and suggestions.
  • Don’t refuse to hire them because they’re “overqualified.” The courts have held that the word “overqualified” is a code word for too old. In addition, you never know why someone is applying for a certain job. Perhaps they’re tired of being a manager and just want to do excellent work. Perhaps their financial needs have lessened but they still want to contribute. Perhaps they have family responsibilities and want more work/life balance. Whatever their reasons, the research shows that they’ll probably be with you longer than someone right out of school.
  • Partner them with younger workers as mentors. Try to create a learning environment where they can both learn from each other.
  • Consider legacy.  Encourage them to consider what legacy they want to leave in the workplace. Listen to their thoughts on this topic and try to help them achieve their goals. Just like younger workers, experienced workers have dreams also, not just thoughts of surviving until retirement.

 Did You Know

Our workshops on discrimination, diversity and inclusion cover topics relating to experienced workers.

Call or write us at: 303-216-1020 or Lynne@workplacesthatwork.com

Learn more about our training offerings and check out our team members at:
 
Read Lynne’s book “We Need to Talk” – Tough Conversations With Your Employee and learn how to tackle any topic with sensitivity and smarts.
Workplaces That Work | (303) 216-1020 | lynne@workplacesthatwork.com
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