57 is too old for a job. Or at least that’s what nearly half of recruiters would say, according to recent research from Totaljobs.
The pandemic resulted in a mass exodus of talent aged 55+ from the workforce, and it appears the hangover from this trend is that some recruiters now have a misinformed and problematic opinion about this generation. Many of these more senior professionals are now returning to the workforce, whether it’s for financial reasons (67%), social reasons (47%) or as a way to improve their mental health (42%). And with their return comes the revelation that by 2033, the percentage of the labour force aged 75+ will grow by 96.5%.
It’s long been proven that generational diversity enhances workplace dynamics and offers a multitude of benefits for organisations – from unlocking innovation to increasing productivity and enhancing individual performance. So why are so many failing to support those at the later stage of their careers in re-entering the world of work?
What are some of the challenges facing businesses and people when it comes to later careers?
With just 4% of employers saying they’ve addressed the need to integrate older workers into their workforce, there are clearly barriers preventing success for both people and businesses.
Bias and stereotypes: Unfortunately, there are a lot of misconceptions around what older workers want from their careers. Many employers will automatically assume that employees of a certain age are wanting to retire or at least looking to slow down, which then results in these individuals regularly being overlooked for career development initiatives and/or being underutilised in their role.
Unskilled managers: Managers are often uncomfortable and lack confidence in having conversations with their older reportees where they draw attention to their age – a protected characteristic. As a result, important career conversations are often avoided, meaning managers lack a clear understanding of how best to support their more senior team members.
Personal barriers: Changing role or career path at any point in your life can be daunting, often raising doubts or questions in our minds as to whether we could/should actually pursue such a change. And with recruiters and employers failing to demonstrate their support for the reintegration of older individuals into the world of work, these negative feelings will only be exacerbated and drain people of the self-belief that they need to progress their careers.
So what can senior talent and organisations do to flip the narrative?
Organisations can provide a range of support to facilitate ongoing learning and growth for employees, regardless of their age. Assessment practices incorporated into the talent management process can help businesses identify strengths and development areas, as well as highlighting the individuals who possess a growth mindset and are looking to progress their careers even further.
Peer-to-peer initiatives such as coaching, mentoring and reverse mentoring enable colleagues to learn from and support each other, while group coaching sessions could provide a space for individuals to build a support network among their peers and develop confidence in their ability to enhance themselves professionally.
Combine career coaching with upskilled managers
Providing access to career coaching support ensures employees have an objective, safe space to explore their career ambitions, reflect on their professional wants and needs, and create a personalised development plan. Upskilling line managers to conduct open and honest career conversations with older employees empowers them to work with their team members on a 1:1 basis and signpost them to development initiatives that are aligned with their plan – whether that’s stretch projects, mentoring opportunities or getting involved with specialist networks.
Take the time to reflect and build self-belief
By engaging in regular self-reflection during their coaching sessions, employees will feel more confident in recognising their expertise and talent. It’s often difficult for people to think or talk about what they’re good at, but through working with a coach, employees can shift their perspective and focus instead on what they’re passionate about, to then identify the transferability of their skills. Having this additional insight can build confidence in older individuals who have until now, been reluctant to voice or pursue their aspirations – opening the door for more productive employer-employee conversations.
And with 61% of those in attendance during our latest webinar saying that supporting those in their later career is not currently a focus for their organisation, it’s time we redefine how we view age and begin mobilising talent accordingly.
To hear first-hand from our panel on how to embrace and drive senior talent and careers, watch our webinar.
