Ageing in the U.S. Workforce - and what to do about it

A whole generation, let’s say trailing-edge Baby Boomers and early Gen X, are ageing in the workforce.

There are two paths that these workers (and their organizations) take:

1.      Adaptation & Mentorship: They remain learners, and are adapting and keeping pace with the increase in technology. They have a wealth of information to share. They are self-confident, easy to work with, and are willing to part with their knowledge to mentor those coming after them. Whole industries are chock full of these folks, who will leave a huge gap in workers when they (finally) retire. Those generations who are just learning their crafts should take advantage of the training and mentoring that these older workers are more than happy to provide. The older workers have seen things and know things that will never be again. This oral knowledge – intellectual capital - will be forever lost if it is not shared with eager ears. When one has worked the majority of their lives doing things manually – no computer or internet in sight – or has had the use of it for only the last few years – they have an ability to analyze and figure things out without Mr. or Ms. Google. This is an amazing ability that the younger generations have little experience doing. The person who has both is GOLD. Take this opportunity to wring out the knowledge juice while you still can!

2.      Apathy: They are working for one of two reasons.

A)     They do not have enough money to retire (or so they think), or

B)     They are out of touch with themselves and have nothing else to live for

 Let me explain. 

Baby Boomers came from scarcity. They were born after the Great Depression and World War II.  Through raging inflation, gasoline shortages, economic recession and a lack of early opportunities, they pulled themselves up by their bootstraps and took whatever job they could to make ends meet. They worked hard their whole careers. Some are in the workforce today because they are subject matter experts, many without college degrees, by sheer force of time alone. They know a lot, but are tired. Too tired, really, to care about making much more contribution.  They’ve done their bit. They are content to do their jobs, but are, quite literally, falling asleep at their desks. They forget passwords, don’t keep pace with technology, but do not or cannot move aside to make space for a more energetic employee. They have let their minds go dull.  Their managers do not challenge them and/or make excuses for them because they don’t want an age discrimination lawsuit on their hands. The truth is, neither the employee nor the manager is doing anyone any favors. The dullness brings down the whole department.

So, why do they not retire?

A)     They do not believe they have enough money to retire. 66 and 6 months up to 67 is the age at which one can receive the full social security payment they have dutifully paid into their whole lives.  OK, but what if I’m 64? If I retire now, I don’t get full benefits – never mind if I’m just 62 and already tired. If I give in and retire, what if I live till 90 and can’t afford to eat or put a roof over my head? We’ve all heard stories of seniors eating cat food and that scares the crap out of us.  If I retire, how will I pay for healthcare? Taxes on my house?  Plumbing costs when the pipe is full of roots or the roof of my house is leaking? These are fears that many senior workers live with every day.

Getting older has its issues anyway. I don’t sleep as well. I don’t have much energy. I am worried about money all the time. I am worried that I am useless. I don’t move as well as I used to. People look right through me. I don’t understand kids today, nor am I a part of all this social media frenzy. I can’t relate to what people are talking about sometimes.  I can’t go anywhere because I don’t have the money for that. I need to save it, you know, for tomorrow. I don’t know what will happen.

The truth is, of course, somewhere in the middle. We do spend money for things we don’t need all the time. Marketing media has us yearning for things we didn’t know we needed (and don’t). If we would just not spend on things we don’t actually need, we could save a lot of money right now, every month, that could be used for an upcoming retirement. We spend beyond our means and have second mortgages. So, true, some who don’t own a house may not be able to live with rising rents on the lowered social security payment they will receive if they retire before full payout. Prices continue to rise and salaries do not keep pace. However, some of this group could retire on even a reduced social security payment – to a more affordable area. It’s the fear of not knowing what will happen tomorrow that keeps this group working – not any desire to make an impact in the workplace.

B)     I have no idea what to do with myself. I have worked my whole life. I have spent so much time grinding the grist – from providing for my family, to putting my kids through college, to caring for ageing parents, to now dealing with my own sick spouse while still trying to work – that I haven’t looked up to find out who I am or what I want. I don’t know myself and have nothing else going on but work. I don’t even have hobbies. If you take away the one thing I have – work – you take away my biggest constant. The one thing I hold on to for dear life. I will even come to work overtime if you let me, because heaven forbid I have to sit home and stare at the TV by myself. I probably don’t have many friends left. They are all either also still working, or dying, or moving to Arizona to retire. So, what do I do? I work. I am on auto-pilot. I just get up and go to work over and over and over.

So, what’s my point to all this?

Together, we – the employee and the organization – need to find a way to engage these workers. If they are going to stay, let’s make sure there is some meaningful exchange of paycheck for work. Staying and warming a seat is not good for the worker, the department, or the organization.

 If they are in the first category, Adaptation and Mentorship, let’s continue to honor their life experience and work experience and put them into roles (even create roles – gasp!) where the younger generations can get the most knowledge juice out of them. We don’t need them to push buttons. We need them to pass on knowledge accumulated over forty to fifty years of work. Let’s celebrate their wealth of knowledge and enrich our newer employees with it. Perhaps partner them together for the first six months until they learn the ropes. Who knows? Be creative with the gift this worker brings!

If they are in the second category, Apathy, let’s challenge them to learn and grow – even if it is incremental. This will be a touchy conversation to be sure, but one that needs to be made. Work is not meant to be someone’s whole life. Make a meaningful contribution and then go live a little. Find yourself. Don’t die before you’re dead. If this is not possible, HR and managers should make steps to phase them into retirement.  It will actually benefit everyone involved. It would be a mercy, even if you feel like a slug for doing it (you’re not).