Link to article in Lakeshore Weekly News
Guest Column by Deb Taylor
At a Labor Day gathering, I was talking to a business professional who related his experience in hiring older adults. He was very direct: “They show up on time, they have a solid work ethic, and they bring customer service skills with them so they need minimal training.” That’s a strong testimonial, and one worthy of a generation of older adults who understand the importance of hard work. Many seniors grew up during the Depression or World War II and experienced deprivation and struggle. They quickly learned that the secret to keeping a job is sh owing up and giving your best.
Seniors bring a lifetime of skills and experience to the workplace, and they’re self-motivated with little need for constant supervision. As our society increasingly grows older, due to the massive Baby Boomer generation, organizations will increasingly see more seniors seeking employment.
As employers, we can certainly benefit from their maturity and experience, even if a little accommodation is necessary. We need to be flexible and respect their desire to limit hours of employment. We should accommodate their medical visits and requests for time off to attend a grandchild’s school event or recital. Doing so can boost employee loyalty and retention among older adults.
We recognize some seniors may have physical limitations and less stamina, so a reexamination of working conditions may be helpful. If an older adult must stand for long periods of time, a rubber floor mat or placement of a chair or stool at their work location can help them to stay energized for their shift. For computer staff, consider adaptive technology if needed. Screen magnifiers or larger mouse cursors can be very helpful for seniors with aging eyes.
Seniors can become great examples and mentors for younger workers. And be sure to include older adult workers in employee-recognition programs; everyone loves to be showcased and applauded for their job performance.
Sadly, many seniors think they are unwanted by employers, and feel marginalized by the workplace. We employers need to include language in advertising messages indicating a willingness and desire to hire workers of all ages. We need to facilitate an atmosphere of respect by enforcing and communicating a policy requiring all employees to treat their co-workers with courtesy and respect. This can have a strong impact on increasing productivity and job satisfaction, while reducing turnover.
We should base work assignments on skills, abilities and the needs of the organization, without regard to the age of employees. Carefully measure the job performance of workers so you can identify areas where more training could boost productivity.
Finally, it makes sense to list en to older adult employees. They may have a larger ‘big picture’ on life that could bring insight and fresh ideas to your business goals. Many studies show that creativity increases as we age.
Imagine the value of tapping into this brain-trust of older adults to benefit our entire community. It’s a great way to fight ageism and Reimagine Aging, so we can proudly proclaim our organizations to be senior-friendly workplaces.
Deb Taylor is the CEO of Senior Community Services (www.seniorcommunity.org) and its Reimagine Aging Institute, a nonprofit that advocates for older adults and helps seniors and caregivers maintain their independence through free or low-cost services.
