The Silver Tsunami is here! Do you know that the year 2011 marks the first year that the baby boomers turn 65? And do you think they are ready to quit working yet? Not the ones I know!
According to an article in Inc. Magazine, 76 million baby boomers have become the "Silver Tsunami." Many are healthy and vibrant, bringing a vast array of wisdom garnered from our years of actual experience in the workforce. They are not afraid to speak up or to back away from a challenge. They are able to appreciate a job well done, are quick to share the credit, and make excellent team members. As a matter of fact, many are doing as I have done and reinventing themselves for a second career by going back to school! We are what some of the kids at my college call “seasoned” or “mature.” Sometimes I am referred to as a “non-traditional student.” (What they are really saying is that I am an older person, but in a gentler manner!)
Going back to college, one of the greatest experiences has been being asked by fellow students what it is really like out in the job market. It has been interesting to note the differences in how I operate in comparison to those younger, more inexperienced students who are about to hit the workforce. While giving my classmates feedback, they did not respond to some of the experiences I shared the same way those closer to my own age did. I notice wide differences in things such as motivators, ethics, commitment, and values. It is clear that there are some definite benefits of us older, mature business people in the workplace.
According to Inc. Magazine, here are 7 tips to keep in mind when working with the Silver Tsunami :
1. Generational Biases Can Interfere if Not Kept in Check
According to a 2008 AARP survey of 1,500 U.S. workers, nearly 60% of workers between the age of 45 to 74 experienced and saw age discrimination on the job or during the hiring process. Much of this has to do with the biases held by the hiring managers. It is easy to bring those generational biases into the workplace! I was lucky to not have that experience in this position; however, I recall in the past having a younger manager who did not understand the differences between how someone from my generation worked compared to those of his own generation. He attempted to manage us all with the same technique, which was unsuccessful. Make sure to look past what you THINK you know about the older workers to find the true strengths they can add to your company.
2. What Motivates Older Workers is Different
The typical carrot and stick form of motivation is less likely to succeed with older workers due to the differences in goals and motivations. Personally, I appreciate the acknowledgement of a job well done, as opposed to being placed in a competitive environment. Other Silver Tsunami workers are focused on positions which offer stability, along with having something useful to do, and ways to keep interacting with others.
3. Appreciate What Older Workers Add to the Team
Many of my Silver Tsunami peers who are former CPA’s, accountants, building contractors, painting professionals, and the like are now gainfully employed with large corporations. Having worked through their first careers, they found that there are companies who understand and know how to leverage the knowledge generated from years of work. Remember, instead of looking at what you believe may be drawbacks, try to see and focus on the wisdom available only through years of practical experience.
4. Flexibility of Older Employees
Are your hours of operation different than the traditional 9 to 5? This is perfect for older workers who often swear off the conventional job situations. Many companies look for part time employees as well. Again, look to the older generation! A half-day employment situation still gives them plenty of time to go golfing or shopping. (Or in my case, FISHING!)
5. Savings of Older Employees
I was once told that it would cost too much to hire me due to the cost of providing health care. This is a common objection to hiring older workers; but, there are also savings: I have no children at home and I am never going to need to take maternity leave! Also, keep in mind that you do not have to provide health care to part time employees like me. Lastly, we older employees tend to be loyal which leads to less turnover, saving you money in the long run.
6. Adding Older Workers to the Mix
I don’t care how much experience you think I have, training is the one must of any new job! Even with decades of experience, we older employees want to know how YOU want the job done. Make certain to not place unreasonable expectations on older employees. Instead, train them while remembering that older workers have a style that emphasizes values such as altruism and interfacing with others through teamwork. Also, make certain younger supervisors understand how to communicate effectively with an older worker through consultation and empowerment techniques.
7. Finding Older Workers
There are many specialized websites designed to help you recruit older workers, including: retirementjobs.com, retireecareers.com, seniors4hire.org, and seniorjobbank.com. Big agencies Manpower Inc. and Kelly Services partner with AARP to connect older job seekers with companies. Try networking through local churches, schools (retired teachers!), and military bases.
The Silver Tsunami will be with us for a long time and have many advantages in the workforce. Have you had experience hiring from this incredible pool of talent? We would love to hear your thoughts and experiences!
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