Managing Older Workers

Managing Older Workers

Why don’t you want to manage older workers?

Managing older workers! We hear a lot about the efforts required to get young people into work. And, of course, that is important. But spare a thought for those managing older workersat the other end of the age spectrum. There remain those who dismiss the suggestion of hiring at older without even thinking about why!

There may be lots of reasons given, of course, as to why older workers are not a first choice. For example, employers often quote a lack of mental flexibility and an unwillingness to learn new things. But, those reasons may not be valid for large numbers of older workers. Check out the age profile of those choosing to follow online courses provided by organisations like FutureLearn in the UK. You will be surprised how many are over 60.

Sadly, though, many of those making hiring decisions continue to believe older workers don’t perform as well as those between 25 and 35. In fact 25 to 35 appears to be the new “golden zone” for recruits. Older workers are said to demand higher pay, cost more in terms of resources, resist change and aren’t prepared to fit in with a team. As a result , carefully disguised, age discrimination is widespread.

Managing older workers: does it require a different approach?

Managing older workers does not require a hugely different approach from managing young people. But some younger managers still find the prospect daunting. So they do their best to avoid it. And, the biggest concern employers’ express about hiring older workers is that there will be conflicts when they are managed by younger supervisors. In the US, it is said that an incredible 88 percent of employers worry about hiring older workers because they fear such conflicts.

Managing someone older than you, seems to touch a very raw nerve. And there can be a high level of distrust on either side. So how can managers get the best out of their older workers?

Getting the best out of older workers!

In most circumstances, older workers are just like other workers. They are unlikely to respond well in a command and control culture. Except in an emergency,  most workers don’t respond well to being “given orders”. But, they will respond well to an intelligent and enlightened leadership style. This means communicating clearly about issues and challenges.

Older workers, like others, welcome being involved in decision making and having tasks delegated to them. Give an older worker responsibility and most will give you their all. Older worker will a wealth of experience. Why not give them the chance to share it?

Like others, they will expect you to give them recognition for what they have achieved. But why not reward the wisdom they share with you. If you give your older workers the opportunity, their work and the intellectual capital they bring, will shine for your organisation, just like the grey hair on their heads.

Wendy Smith is a career consultant, life coach and business coach with depth of experience in management, coaching and personal development. That experience means she is equally at home helping clients find a new career direction, starting-up new businesses or dealing with life’s more challenging personal issues. You can contact her at wendy@wisewolfcoaching.com

Wendy has written a little eBook on how to get on with your boss and a book on job search – you can find her books on Amazon at this link

         

Why don't you want to manage older workers?

Why don’t you want to manage older workers?

We hear much about the efforts required to get young people into work. And, of course, that is important. But spare a thought for those of us at the other end of the age spectrum.

There may be lots of reasons why older workers are finding it difficult to stay in, and find new opportunities for, work. Lots of those reasons may not be valid for the majority of older workers but they have built up into a prejudice.

Unfortunately, it is true that many who are making hiring decisions believe older workers don’t perform as well as those between 25 and 35 – that seems to be the new “golden zone” for recruits. Older workers are said to demand high pay, cost more in terms of resources, resist change and don’t respond flexibly to fit in with a team. As a result , sometimes carefully disguised, discrimination against older workers is widespread.

Managing an older worker does not require a hugely different approach, to managing a very young person. But some younger managers find the whole prospect daunting – so they do their best to avoid it. The biggest concern employers’ express about hiring older workers is that there will be conflicts when they are managed by younger supervisors. In the US, it is said that an incredible 88 percent of employers worry about hiring older workers because they fear such conflicts.

Managing someone older than you, does seem to touch a very raw nerve in managers and there seems to be a high level of distrust on either side. So how can managers get the best out of their older workers?

In most circumstances, older workers are like other workers – they are unlikely to respond well in a command and control culture. Except in an emergency, older workers are not likely to respond well to being “given orders”. But, they are likely to respond well to an intelligent and enlightened leadership style. This means communicating clearly about issues and challenges.

They welcome being involved in decision making and having tasks delegated to them. Give an older worker responsibility and most are likely to give you their all and share with you their wealth of experience. So, then they expect you to give them recognition for what they have done, including for the wisdom they share with you. If you give your older workers the opportunity, their work will shine just like the grey hair on their heads.

Wendy Mason is a career coach.  She helps people reach their goals and aspirations, without sacrificing their home and personal life.  Before working as a coach, Wendy had a long career in both the public and private sectors in general management and consultancy as well as spells in HR.  She now divides her time between coaching and writing. You can contact Wendy at wendymason@wisewolfcoaching.com and find out more at http://wisewolfcoaching.com

Would you like to reach your career goals and aspirations, while having a fulfilling home and personal life? Find out more at this link