Roberta Matuson* dispels some of the myths that still hang around the employment of older workers — even in a tight labour market.
With so many organisations struggling to find talented workers, I thought this was a good a time as any to feature an extract from my book Evergreen Talent: A Guide to Hiring and Cultivating a Sustainable Workforce.
Here goes.
If you are under the age of 40 and you are reading this, I have some alarming news to share. One day (if you’re lucky enough to live that long), you will be a mature worker.
You’ll be over the age of 40, so tread lightly here. I can tell you from experience, it’s not that bad. In fact, it’s pretty great.
The view from this vantage point is quite enlightening.
When you achieve mature worker status, experience is on your side. People assume you know what you are doing, which frees you up to operate with little supervision.
I didn’t really figure out the rules of work until I was well into my 30s. Knowing what I know today, makes people like me extremely valuable to organisations. Here’s why.
I’ve mastered the skills needed to be successful in my role as a strategic adviser. I’m confident and fearless and I’m not afraid to speak my mind.
I may have thought I was all of this and more, back in my 20s — but that just shows you how naive I was.
Now who wouldn’t want a dose of someone like me in their organisation?
There are a number of myths regarding mature workers. Let’s cut to the chase and dispel some of the most popular ones.
Older workers are waiting around for retirement.
A former roommate of mine was recently asked to take on a new role in her company, which was completely out of her area of expertise.
She gave it much consideration before saying yes. That’s understandable, given how comfortable she was in her current role.
She now reports she’s glad she did. This worker has been quite energised by her new job. As a result, she once again looks forward to coming to work every day.
Not everyone is looking forward to retirement. The older workers I know still have a lot to offer, and they continue actively looking for ways to contribute at work.
Mature workers are not tech savvy.
Assumptions like this do more harm than good. Mimi Brent, former career development leader at General Motors, tells me she’s encountered many mature workers who are tech savvy.
“I’ve seen people of all generations master and become experts on technology,” she states. I have as well.
Those at the tail end of their careers have little interest in learning.
Studies consistently show that employees of all ages highly value employee development.
The desire for opportunities to learn and grow seems to be a common thread across every generation.
Ensuring that training and development opportunities are open and available to all staff, regardless of age, is a business practice worth following.
If seasoned workers can’t run the show, then they are not interested in participating.
It seems that as you age, time is more valuable than money.
I recall my days in management, where I needed to burn the midnight oil in order to move up to the next rung in the organisation. Thank goodness those days are gone.
Many of my peers feel the same way. They’ve reached a point in their lives where they are fine riding in the passenger seat.
They look forward to coming to work every day, doing their job well, and letting someone else run the operation.
Something to consider, before putting this group of employees out to pasture.
They’re not coachable.
I receive many inquiries from people looking to hire me for coaching. The lion’s share are experienced leaders who recognise they still have more room for growth.
The people who are most coachable (irrespective of age), are the ones open to making changes.
As you should be able to see by now, this capacity has nothing to do with age.
Mature workers are inflexible.
Are some mature workers set in their ways? You betcha! However, I know workers from other generations who fall into this camp as well.
Just because you’ve encountered an older worker who is inflexible, doesn’t mean all older workers are like this.
Keep this in mind the next time you are tempted to lump people together before getting to know them.
Older workers lack stamina.
Really? Tell that to my client, who is in her 60s and about to climb Mt Kilimanjaro.
Sure, there are older people living life on the couch. However, there are plenty of younger people planted on their own couches, gaming into all hours of the morning.
Base your evaluation regarding someone’s stamina on what you see, not what you’ve heard.
They are not interested in teaching younger workers the ropes.
I’d have to agree with this statement — that is, if your organisation is a revolving door and you’re constantly asking mature workers to show less experienced employees the ropes.
That would be exhausting for anyone, regardless of age.
It’s been my experience that mature workers enjoy mentoring up-and-coming employees who are likely to stick around.
This explains why many organisations these days are implementing the kind of mentoring programs I’ve mentioned.
Given the current labour market and the need for talent, taking a second look at mature workers makes good business sense.
Who knows, they might even teach you a thing or two.
*Roberta Matuson is President of Matuson Consulting which helps Fortune 500 companies and high growth businesses create exceptional workplaces leading to extraordinary results. She can be contacted at [email protected].
This article first appeared at matusonconsulting.com
