‘Mature’ Workers Shake Up Norms in the Workplace
If you’ve been following recession-related news over the past few months, you’re probably aware of the fact that droves of mature workers — or those over the age of 55 — have put their retirement plans on the back burner and are continuing to slog it out in the workforce.
Delaying retirement has proved to be beneficial to many employers, a recent CareerBuilder survey cites. For instance, mature workers can serve as mentors, thereby facilitating transfer of knowledge.
Moreover, don’t count out those mature workers who weren’t lucky enough to keep their jobs during the recession: They appear to be resurfacing all over the job market.
While some chose to start their own businesses, others weren’t afraid to also start from scratch albeit in a slightly different way — by trying to secure internships and slowly work their way up.
Not only that, but this demographic is now hoping to get a foot in the door by competing head-to-head with college grads and others who are applying for entry-level positions.
Over the past few months, mature workers have shaken up workplace norms and redefined what it means to serve a lifetime in the workforce.
How does your organization view this group? Are they valued and celebrated or overlooked? Circumstances may have dictated that they remain in the workforce for a few additional years, but is your company leveraging their lifetime of experience and knowledge while you have the chance?
Delaying retirement has proved to be beneficial to many employers, a recent CareerBuilder survey cites. For instance, mature workers can serve as mentors, thereby facilitating transfer of knowledge.
Moreover, don’t count out those mature workers who weren’t lucky enough to keep their jobs during the recession: They appear to be resurfacing all over the job market.
While some chose to start their own businesses, others weren’t afraid to also start from scratch albeit in a slightly different way — by trying to secure internships and slowly work their way up.
Not only that, but this demographic is now hoping to get a foot in the door by competing head-to-head with college grads and others who are applying for entry-level positions.
Over the past few months, mature workers have shaken up workplace norms and redefined what it means to serve a lifetime in the workforce.
How does your organization view this group? Are they valued and celebrated or overlooked? Circumstances may have dictated that they remain in the workforce for a few additional years, but is your company leveraging their lifetime of experience and knowledge while you have the chance?
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Comment by Bev Votta on March 9, 2010 at 1:49pm -
And that's a good thing, since I could not afford to retire any time soon. At 54 I feel as if I am a vital entity within my workforce. I bring experiences that benefit concerns any organization would or should be concerned with and that is cost effectiveness and innovative productive processes.
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Comment by Barbara Jaworski on April 27, 2010 at 8:23pm -
We need a more coordinated approach to best practices that appeal to both older workers and their organizations. The AARP awards in the US and the Best Employers Award for 50 Plus Canadians highlight what is working for organizations and people.
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