Employment Strategies for Mature Workers
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Your Third Age - Evolution or Contraction?
Midlife Career Companion Lowell Ann Fuglsang writes an article about our Third Age. As you enter your third age, are you finding there are places there that really scare you? Do you ask questions like:
- What will I do there?
- Will I have enough money to be there?
- Who will I be?
- Where is my tribe if I’m no longer connected to my career?
- Where will I find the courage?
To read this article, go to Workstyle-Lifestyle
Retired - And Still Working
The first boomers are hitting 65 this year and it looks like many of them are not going to stop working anytime soon. First, many just don't want to stop working. Boomers, more than any other generation, identify themselves according to their working roles. If that role has brought satisfaction and joy, why stop now? Studies show... SEE FULL ARTICLE
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Recently a client was describing what she regarded as a very unsuccessful job interview “because the interviewer was at least 25 years younger than me and she had a poker face throughout the interview”. She concluded that ageism was present.
It got me thinking about what it must feel like for the interviewer. She has this very qualified and confident person before her and she begins to feel intimidated and uncomfortable. She’s thinking “How could I ever give direction to this person that knows way more than me?
What can the Third Age Job Seeker do about this?
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Five Myths About Mature Workers
Older workers won't stay
 Actually, older workers are more loyal and stay longer than their younger counterparts. They stay with the same employer for an average of 15 years compared with the average four years workers in their 20’s and 30’s will provide. Older workers’ higher retention rates and loyalty can reduce an employer’s expenses by reducing turnover costs.
Older workers are less productive.
Productivity is not a function of age; Not only that, older workers are more likely to be more accurate and dependable than younger workers which will increase productivity. Maturity is a benefit in evaluating new information and making consistent and reliable decisions.
Training costs are higher
Because older workers aged 65 and up have the highest job satisfaction rating of any age group and the lowest turnover, they are more likely to complete training programs. Not only that, but the work life of an older adult will usually exceed the life of any new technology they may be trained for.
Older workers have failing health
Poor health isn’t reflected in workplace statistics. On average each year, older workers take fewer work days off for illness and 80 percent of older workers have no chronic health problems. And, because of their life experience and wisdom, older workers account for only eight percent of workplace injuries.
Can’t teach an old dog new tricks
It is proven that adaptability and general intelligence is not related to age, and the ability to learn new skills does not decline with age. Studies have also shown that a younger worker can be just as “strong-willed” as any older worker.
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