You're an older worker in the workforce. What are the challenges you face? Whether you're planning to retire soon or continue working for a few more years, you might encounter some obstacles and opportunities in your workplace design. Here are some tips to help you navigate them.
One of the most common challenges that older workers face is age discrimination. This can take many forms, such as being passed over for promotions, training, or assignments, being stereotyped as slow, resistant, or outdated, or being pressured to retire or quit. Age discrimination can affect your morale, performance, and career prospects. To combat it, you need to know your rights, document any incidents, and seek legal advice if necessary. You can also showcase your skills, experience, and value to your employer and colleagues, and challenge any negative assumptions or comments.
I learned early in my career to surround myself with people who have attributes I don't. It's even more crucial as a leader to adopt this philosophy. That includes a diverse group of people with different talents and viewpoints as well as a varied age range. Hiring in good talent at varying ages keeps new ideas flowing in and helps those of us with more tenure think differently. It's easy to say "That won't work, we've tried that before", so having my work team challenge me keeps me fresh and open to new possibilities. Ageism is real; how you approach it can make a huge difference. I also value all of my more seasoned team members, as do the newer or younger members. Together we are stronger.
I had someone ask me "How would you respond to working with an all-younger team?" My response was simply put "How will they respond to me?" The other side of the table was quiet as they had not considered that. Interesting, That the older you get the more threatened one can become as a leader...I choose the wisdom of my time to guide me in my day to day, and the younger generation seems to be ok with that....or not.
Age bias is real and keeping up with the latest tech can be a challenge. But experience also counts for something. Older workers who bring a strong work ethic, valuable institutional knowledge, and can be great mentors for colleagues with less experience are great assets to keep. Companies should take advantage of a multi-generational workforce.
Technology is advancing rapidly, and this can be challenging for older workers. Adapting to new tools and ways of working, such as remote work or automation, is crucial but can also be stressful. However, there are also opportunities, such as online learning and flexible work, that can benefit their experience. It is important to maintain a positive attitude towards learning, to seek help when needed, and to focus on technologies that are important to their work. Although technological change is challenging, embracing adaptability and the right support can turn challenges into advantages.
Leadership, experience, and managing change are crucial, especially for C-level roles. With my Global MBA in Digital Transformation nearing completion, I stress the need for HR and C-levels to adapt more to AI and tech advancements. Essential strategies include: encouraging older workers to use digital tools, participate in training, ensure equal training opportunities, leverage their experience for innovation, adapt to technological shifts, remain open to learning, and foster diverse networks. In my opinion, everyone in the workplace should actively contribute to a culture that values lifelong learning and diversity in skills and perspectives. It will help highlight the unique value of all employees. This will drive innovation forward ;)
Another challenge that older workers face is keeping up with the fast-paced changes in technology. Technology can impact your workplace design in many ways, such as requiring new tools, software, or platforms, enabling remote or flexible work arrangements, or creating new opportunities for learning and collaboration. Technology can also be a source of frustration, confusion, or anxiety for some older workers who might feel overwhelmed or left behind. To cope with technology changes, you need to adopt a growth mindset, embrace lifelong learning, and seek support and feedback from your peers, managers, or mentors. You can also leverage your existing skills, knowledge, and networks to adapt and innovate.
De manera reciente impartí una plática sobre Inteligencia Artificial Generativa en los lugares de trabajo. En la sesión de Q&A, una de las personas me dijo: "a mis 50's es difícil empujar esos temas". Considero que con la rápida evolución de la tecnología, muchos trabajadores pueden sentirse abrumados por la cantidad d herramientas y sistemas que deben aprender. Para superar este desafío, es importante mantenerse actualizados en lo que relevante para su campo. En especial: estar abiertos a aprender y adaptarse continuamente. Mi consejo puntual es: busca en tu trayectoria y en el proyecto actual que colabores, datos reveladores sobre qué programa o aplicación puedes incorporar. Con eso harás esfuerzos focalizados de dónde y cómo entrenarte.
I have so much experience, but it is hard to get jobs that pay the what I want. They settle for younger, less experienced people
Desde finales de la década de los 90, la tecnología aceleró su evolución y han aparecido (ydesaparecido) muchas herramienta tecnologicas que han sido adoptadas en las empresas. Quizá la gente que en ese mmento tenía mas de cincuenta a?os sufrió mucho la falta de adaptación, pero los más jóvenes han tenido la obligación de subirse a esa evolución. Y hasta el día de hoy, está en cada uno mantenerse actualizado con lo que viene surgiendo y, aunque es imposible obtener conocimiento profundo de todo lo que aparece, es una buena costubre informarse diariamente de lo que viene y de lo que está en tendencia. Eso no va a cambiar en los a?os futuros.
A pesar de la velocidad con la que surgen nuevas tecnologías, la cultura del auto aprendizaje permite que quien lo desee pueda actualizarse en cualquier tema que lo desee. Si somos profesionistas jóvenes, debería ser nuestro deber servir como puente entre los avances tecnológicos y la experiencia.
Keeping up with technology is challenging, especially for those of us with more years in the field. In workplace design, understanding the latest technology is crucial not just for the business but for fostering an inclusive environment. I advocate for designs that support learning new tools at any career stage. Workplaces should have spaces for group learning and quiet areas for individual study, ensuring that everyone, regardless of age, can stay up-to-date. By promoting a culture of continuous improvement and support, we can help all employees, including us seasoned ones, feel equipped and confident in facing technological advancements. This approach ensures that everyone can contribute their best, blending experience with innovation.
A third challenge that older workers face is maintaining their health and wellness in the workplace. Health and wellness can affect your workplace design in many ways, such as influencing your physical comfort, productivity, and safety, requiring adjustments or accommodations for your needs or preferences, or impacting your work-life balance and retirement plans. Health and wellness can also be a source of stress, fatigue, or illness for some older workers who might face chronic conditions, injuries, or disabilities. To improve your health and wellness, you need to prioritize your self-care, exercise, and nutrition, communicate your needs and boundaries to your employer and colleagues, and seek professional help if needed. You can also take advantage of any benefits, programs, or resources that your workplace offers.
La salud y el bienestar no es algo que tenemos que ver exclusivamente relacionado al trabajo. Es algo que tiene que formar parte de nuestro cuadrante de vida, en donde debe mantenerse un equilibrio entre los entornos laboral, socioal, salud y espiritualidad. Cuando cualquiera de estos cae en déficit, todo empieza a funcionar mal, empezando por la relaciòn con familia y amisgo, el trabajo, la salud y el equilibrio emocional.
Los hábitos de salud desde la juventud influencian el bienestar que vamos a tener como adultos profesionales. Malos hábitos de sue?o, de alimentación, falta de ejercicio, todo esto afecta. Pero yo quiero llamar la atención en los malos hábitos en las relaciones inter-personales y a la falta de autoconocimiento - de propósito de vida. Lamentablemente estos son conceptos que rara vez se aprenden en el sistema de educación tradicional, por eso, las empresas juegan un papel crucial y preventivo para asegurar el bienestar de sus colaboradores. En conclusión, el resultado que tenemos hoy respecto al bienestar de los profesionales mayores es consecuencia de los hábitos del pasado. Es hora de pensar en prevenir para las nuevas generaciones.
Maintaining good health and wellness is key, especially as we get older. In workplace design, it’s important to make sure everyone's health needs are met. This means having comfortable workspaces, promoting a balance between work and life, and providing options like standing desks or quiet rooms for breaks. As someone with a lot of experience, I understand how vital it is to stay healthy to keep performing well at work. Workplaces should encourage all of us to look after our health, whether through exercise programs, healthy eating options, or stress management workshops. By supporting the well-being of every employee, from young to more seasoned, we create a healthier, more productive workplace for everyone.
A fourth challenge that older workers face is pursuing their career development in the workplace. Career development can affect your workplace design in many ways, such as motivating you to learn new skills, explore new roles, or pursue new goals, enabling you to share your expertise, mentor others, or lead projects, or creating challenges, conflicts, or transitions for you and your team. Career development can also be a source of satisfaction, fulfillment, or growth for some older workers who might want to advance, change, or reinvent their careers. To enhance your career development, you need to assess your strengths, interests, and values, set realistic and meaningful objectives, and seek opportunities and guidance from your employer and network. You can also celebrate your achievements, contributions, and legacy.
Older workers face twin challenges in modern workplaces: integrating into younger-centric cultures while ensuring their experience is valued. They must adapt to evolving work ethics and technology, while simultaneously combating age discrimination that might undervalue their expertise. Often that expertise is even ignored, and one must fight to establish a foundation that guarantees the older worker a spot in the know-how environment he dominates. The solution lies in fostering inclusive environments and intergenerational collaboration, alongside self-advocacy and continuous learning by older employees. This approach ensures all ages contribute to and thrive in a dynamic workplace.
En las organizaciones actuales, no hay nada que garantice la permanencia en el tiempo. Fundamentar el crecimiento profesional exclusivamente en lo que la organización quiere hacer por su trabajador, es amarrarse a un solo camino que solo puede darse dentro de la misma organización. Seguramente se debe aprovechar todo lo que la organización aporte, pero de manera individual e independiente, es importante buscar el crecimiento personal por otras fuentes, que incluso, pueden abrir opciones en caminos diferentes al que ofrece el trabajo actual.
Career development for older workers should be an integral part of workplace design, reflecting a commitment to growth opportunities at all stages of a professional journey. This involves creating spaces that encourage learning and mentoring, such as collaborative areas and private spaces for focused work or coaching sessions. Encouraging a culture of lifelong learning within the workplace design can motivate older workers to engage in skill development and innovation. Design elements should facilitate the sharing of knowledge and experiences, leveraging the diverse strengths of the workforce. Recognizing and designing for the unique contributions of older employees can foster a more inclusive, dynamic, and productive work environment.
A fifth challenge that older workers face is fostering diversity and inclusion in the workplace. Diversity and inclusion can affect your workplace design in many ways, such as exposing you to different perspectives, cultures, and backgrounds, requiring you to work with people of different ages, genders, and identities, or creating a sense of belonging, respect, and fairness for you and others. Diversity and inclusion can also be a source of learning, collaboration, or innovation for some older workers who might appreciate, value, and leverage the diversity of their workplace. To promote diversity and inclusion, you need to be open-minded, curious, and respectful, listen and communicate effectively, and support and advocate for your colleagues and yourself. You can also participate in any initiatives, events, or groups that your workplace organizes.
Diversity & Inclusion (D&I) goes beyond just having a varied workforce. It's about creating a safe space for everyone to share their unique perspectives. This needs to be reflected in company culture, policies, and daily interactions. Older workers who are new to an organisation face different challenges with D&I than someone who has been in the organisation for a long time. New hires, can offer fresh perspectives and benefit from mentorship from experienced colleagues. I've supported people to change careers over age 50. The successful ones know the value of their previous experience and are keen to share and learn with others. They are able to utilise both formal and informal opportunities for learning and collaboration.
Integrating diversity and inclusion into workplace design goes beyond compliance; it’s about spaces that reflect the diversity of the workforce, including age. This isn't just about meeting deadlines; it's about creating a space where everyone, regardless of age, feels they belong and can contribute. In workplace design, this means crafting areas that encourage interactions from diverse groups, facilitating open dialogue and mutual respect. It's about ensuring that there are communal spaces where different voices can be valued. As part of the senior team, I've witnessed how these inclusive designs and policies enrich our work culture. We must continuously strive to create an environment where all employees feel respected and empowered.
A sixth challenge that older workers face is optimizing their workplace design to suit their needs and preferences. Workplace design can affect your workplace experience in many ways, such as influencing your physical, mental, and emotional well-being, enabling you to perform your tasks efficiently and effectively, or creating a positive, supportive, and engaging work environment. Workplace design can also be a source of choice, control, or customization for some older workers who might want to adjust their workspace, schedule, or workload. To improve your workplace design, you need to identify your needs and preferences, evaluate your options and alternatives, and negotiate and implement your solutions. You can also seek feedback and input from your employer and colleagues, and monitor and review your outcomes.
For older workers that many times have to deal with health issues it is even more important to design workplace that can contribute to their wellbeing and reduce stress. One of the ways to reach this aim is to integrate plants in the office design. Plants have a soothing effect and enhance calm and wellbeing. They also enrich the air with oxygen, therefore allowing better concentration and cognition. Certain plants like Aloevera can reduce the amount of radiation from electronic devices and add probiotic germs to the air. Consider adding plants to enjoy all these benefits, especially for older workers.
From what I've seen, younger colleagues are tired of seeing older people (already retired and reintegrated into a new company) in the workplace. According to them, the older people should be out enjoying their retirement and not be in the company at all.
Si eres un adulto profesional y no encuentran un espacio digno en tu lugar de trabajo, quiero invitarte a que consideres otra vía... La del emprendimiento. La experiencia es un "activo" de alto valor para generar ideas creativas y solucionar efectivamente problemas - o sea, aportar mucho valor. Y combinado con el conocimiento y la actualización profesional, te puedes convertir en un asesor profesional, en el mentor de muchos que necesitan tu potente criterio para lograr los resultados que necesitan. Ciertamente es una visión innovadora, pero recordemos que una de las tendencias actuales es el "Silver Economy", lo que revaloriza las canas y la experiencia como una fuente de valor significativa para nuestras empresas, negocios y sociedad.
En resumen, una cultura de empatía, tolerancia y aprendizaje puede permitirnos cerrar esta brecha entre la edad y los puestos actuales de trabajo que requieren una constante actualización.