The Great Unretirement - will you look to "older" workers?
Do you like hanging around with old people? It seems like an odd question, but I was asked it in the context of the “great unretirement” with more pensioners re-entering the workforce. A recent Central Statistics Office survey found that people aged 65 and over are joining the workforce at the fastest rate of any age cohort in Ireland. I hate to break it to anyone reading this, but you are old….it is just relative. Old is generally anyone 20 years older than you, so if ask an 8-year-old they will point at someone at 28 as old. It does however, highlight how organisations are now facing a workforce with five separate generations in it.
For many pensioners, returning to the workplace has something to do with economic factors and living longer, however, for many the economic factor is outweighed by wanting a sense of purpose and connection in their daily lives. What are the benefits for employers dealing with so many generations in the workplace?
Contented workers: They are generally more contented, motivated workers. They work because they want to, which we do not typically say about other generations. Therefore, they need less management and motivation, just guidance and direction. Contrary to stereotypes, they take fewer days off and have less pulls on their time, because if they have had kids, they are now grown up. They also are less likely to be asking for a pay rise!
They bring great skills: Employers see the value of the soft skills older workers bring can be a valuable asset to any organisation. With more and more communication built for efficiency and not effectiveness, some of the life skills they have around listening, coaching, writing, networking are very valuable and one many employers want them to pass down to the younger generations.
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Diversity: In many product organisations employees make products for people like them. Seeing many generations in the workforce reminds them that not everyone is like them. ?IDEO a global design and innovation company, famously hired Barbara Beskind at 90 years old, as a designer and she supports the design process for the aging population.
It is not all perfect however, as many argue that it can be tricky to manage a cohort of the workforce that do not need to be there and maybe do not want to push to certain deadlines. There is also a technology gap which while it can be overcome may take time. No generation of workers is perfect, but the growth of returner programmes highlights that many organisations are widening the net.
For some one looking to get back into the workforce at a later stage in life, do remember ageism still exists and going through the traditional route of sending in a cv will have low results. The good news is you have a network of over forty years – use that.
Peter Cosgrove is Managing Director of Futurewise and advises companies on how to navigate the new world of work.
Open Source Intelligence SME & PhD in Conflict Studies
4 个月I enjoy engaging with my younger cohorts and learn a great deal from them. I'm not sure they are it as a two-way street, but it's something I would sorely miss in retirement!
The vision: Finding possibility to create opportunities to collaborate holistically with healthcare professionals to choose the best therapeutic and lifestyle solutions for patients
4 个月I remember speaking with you about this subject in reference to my involvement in age diversity in the DE&I committees. This article summarizes well all the elements of this “un retirement” subject. Thanks.
The vision: Finding possibility to create opportunities to collaborate holistically with healthcare professionals to choose the best therapeutic and lifestyle solutions for patients
4 个月Very impactful. Thanks, Peter Cosgrove, for posting. This is an important future consideration. Age Diversity - Corporate Priority!
Career change coach & consultant for professionals with 10+ years' experience who are seeking more meaning and purpose at work | Licensed Firework Career Coach with a background in psychology teaching and learning
4 个月A desire for meaning and purpose is apparent in career changers of all ages but you're right, Peter Cosgrove - the constraints vary depending on the individual's circumstances, including life stage. Further, having a sense of purpose has been linked to better physical and mental health so helping people to harness this at work can only be beneficial for the individual and society as a whole. I'm also mindful of a lesson I learned teaching neuropsychology which is that age can also be associated with improvements on certain tasks such as emotional regulation, verbal knowledge and wisdom. How can they not be an asset in the workplace? As a career change coach, obviously I agree re the networking: it's something you can't ignore. However, I work with so many people who shudder at the thought of it or simply don't know where to start. A word of encouragement for anyone in this position: you can play to your strengths in networking like anything else and it's something you can start small with and practise, gaining confidence as you go. Plus, some structure and a plan of action can be immensely helpful.