Even though the law is clear employers are not supposed to discriminate based on age, getting a job can be challenging once you are considered “old”. And you don’t need to grow gray hair to be considered old. If you are 40+, you are old.
According to a recent survey done AARP, a whopping 64% of employees report having a difficult time getting hired or retaining their jobs due to age discrimination. For instance, in the tech industry, most startups bluntly ask older candidates not to apply in their job advertisement.
Furthermore, companies use sneaky ways to get rid of older employees. They include:
These kinds of age discrimination and many others persist because many employers live by the notion that compared to younger workers, older employees lack the resilience to be trained, are not flexible and cannot adapt to emerging technological changes quickly.
According to a research done by London Business School, this is a misconception and there is no better time to dispel such kind of thinking that now. To set the record straight, an increasing number of Older workers are going back to school to advance their skills, obtain certification and are embracing technology enthusiastically just as their younger counterparts.
In this post, we will explore how the older workforce adds gravitas to a business, and why everyone loses when they are forced out. So, what value do baby boomers bring to the workplace?
The subsequent employee replacement costs which include; search for a suitable substitute from the external labor market, selection, induction, and training of the new employee until he attains a desired level of performance can very expensive for your business.
Nevertheless, a BLS report indicates that tenure for employees with their present employers tends to be highest among the oldest workers. This is because older workers inherently understand the value of committing fully to a cause they believe in and investing in it to success.
On the other hand, while millennials simply want to do their part at work and leave, baby boomers derive their sense of pride from the final product and they are often willing to go an extra mile to get a job well done.
Other studies also reveal that older workers serve diligently, respect authority, are team players and in most cases don’t require close supervision. These are valuable qualities every employer would want to consider.
A survey done by an insurance company indicates that the opposite is true; young employees take twice as much time off, and can even fake sickness to be away from work. On the contrary, older workers are less likely to be on leave for minor ailments like the common cold and are usually quicker to return to work even after a major illness.
On the other hand, older employees know how to cope up with workplace politics and they can be trusted to handle issues diplomatically. They know what to say, when to say it, and how to say it appropriately. This attributed to the knowledge and experience they have acquired over time working in their particular industry.
Similarly, older workers have a superior understanding of proven ways of getting a job done efficiently and this is an intangible value your business would appreciate. As such, they make awesome mentors train and guide the younger employees.
When generations work as a team everyone benefits. The mentees acquire new knowledge and skills, as well the mentor gets rejuvenated and reengaged in business opportunities
Final word
Beyond the ethical issues of how older workers are treated. As a business owner, you need a reliable and steady workforce that has no plans to move up and out. You need employees who will remain dedicated to their job and take pride in their work. Workers who will cost you less resources to hire, train and even maintain.
The next time you are recruiting you need to reconsider the costs associated with high turnover among younger employees vs. the fruits of experience and mature standards baby boomers bring to your workplace. The truth is, older workers contribution to your business could have a great positive impact on your bottom line for many years to come.
Eric Czerwonka is an entrepreneur and co-founder of Buddy Punch, a software company founded in 2013 that provides time tracking solutions for startups, companies with employees, as well as anyone with a remote team to manage.
In the future, Eric hopes to continue to fit each problem with the correct solution through the use of technology as well as innovation. Eric also holds a Bachelor’s of Science from the University of Wisconsin-Madison.
Links:
Website: https://buddypunch.com
LinkedIn: https://www.linkedin.com/in/ericczerwonka
Facebook: https://facebook.com/buddypunchapp
Twitter: https://twitter.com/buddypunch
Google+: https://plus.google.com/+Buddypunch
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