We’ve all heard the phrase, “You can’t teach an old dog new tricks.” But this doesn’t stand true in the workforce anymore. Age is no longer a factor in the corporate world, the profile of many big businesses has evolved. Studies have shown that older employees deliver superior customer service and have a much lower turnover rate than their younger counterparts. Despite all of this, discrimination for older workers still remains. But the change starts with you.
Remember there are ranges of ages. Look at groups getting ready to retire (55-62), retirement age and still working (62-70), and older workers who want to keep active or who need to work (70+). Each group has different needs.
Throw out all your assumptions. If an older individual starts working with you, take your time to teach him everything you would someone your own age; the steep learning curve many perceive the 50+ crowd to have is a false stereotype.
Value their life experience. The lessons learned from the “school of hard knocks” are invaluable.
Communicate, communicate, communicate. As you would with any employee, be clear about what you want done and what success would look like.
Train them. Older workers need training as much as younger workers.
Recognize them. Recognition is important at any age.
Use them as mentors. Let them coach and encourage the younger workers. Most older workers have a wealth of knowledge and experience that they would love to share. Remember, if you respect them, you and your organization might learn a thing or two from this old dog!