Dear All,
Here is a good article on:
[b]How To Manage Older Workers
The work force is aging as baby boomer move toward retirement. Gen X managers need to learn how to motivate and manage this talent pool of older workers. Both generations have very different views of the other and will need to learn how the other generation operates. It is up to the managers, Gen X or otherwise, to take the lead and create the climate in which older workers will remain engaged and productive.
Difficulty: Average
Time Required: Varies
Here's How:
1.[b]Throw out all your assumptions[/b].
You may think older workers are harder workers or that they are difficult to train. Get rid of your stereotypes. Your older workers are individuals just like everyone else in your group. Treat them as such.
2.[b]Remember the range of ages.[/b]
You wouldn't treat a seasoned manager of 35 the same as a 21-year old right out of college. Don't think the 15 year gap is any less in your older workers. A worker at 55 and a worker at 70 have different goals and needs. As a manager, you may need to look at groups getting ready to retire (55-62), retirement age and still working (62-70), and older worker who want to keep active or who need to work (70+). Each group presents different management challenges.
3.[b]Communicate, communicate, communicate[/b]
Don't assume that the older worker knows what you expect of them. They don't have the same background as you. Be very clear what you want done and what the measurements of completion and of success will be. "Bill, take care of that for me" is not enough. Try "Bill, I need you to prepare the department's budget for the next fiscal year. Use the numbers from last year and add 10% on everything except training which should go up 15%. I need it by Tuesday".
4.Value their life experience.
Your older worker have been around. They have seen a lot. They have done a lot. Recognize the value of this experience. Learn from it. Encourage the younger members of your team to learn from it. The lessons from the "school of hard knocks" are invaluable.
1.Train them.
Older workers need training as much as younger workers - just as much, just as often. The subject of the training may be different, but the need is the same. And don't believe that older workers can't be trained. They are just as receptive as their younger peers.
2.Meet their security needs.
Older workers probably need benefits more than the younger workers. They need medical coverage, vision care, and financial planning. Make sure your company's benefits plan meets their needs too.
3.Motivate them.
Any manager's key job is to motivate their employees. Older workers have different motivational "hot buttons" than their younger counterparts. Opportunity for advancement is probably less important than the recognition of a job well done, but see step #1 above.
4.[b]You don't have to "be the boss".[/b]
The older workers grew up in a hierarchical society. They know you are the boss. Most of them were bosses at some point too. Get on with leading the department and don't waste time posturing. It won't impress them anyway. They've seen it all before.
5.Be flexible.[/b]
Your older workers, depending on age group (see #2 above) may want flexible hours or a shorter work week. For those of them that need that, be willing to be flexible. You need their talent and technical skill so do what you need to to keep it available. Do not, however, assume that all older workers want to go home early. Some may be motivated by working the same long, hard hours that they have always done.
6.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 pass on. Give them the opportunity to do so and your entire organization will benefit.
F. John Reh,
From India, Pune
6Here is a good article on:
[b]How To Manage Older Workers
The work force is aging as baby boomer move toward retirement. Gen X managers need to learn how to motivate and manage this talent pool of older workers. Both generations have very different views of the other and will need to learn how the other generation operates. It is up to the managers, Gen X or otherwise, to take the lead and create the climate in which older workers will remain engaged and productive.
Difficulty: Average
Time Required: Varies
Here's How:
1.[b]Throw out all your assumptions[/b].
You may think older workers are harder workers or that they are difficult to train. Get rid of your stereotypes. Your older workers are individuals just like everyone else in your group. Treat them as such.
2.[b]Remember the range of ages.[/b]
You wouldn't treat a seasoned manager of 35 the same as a 21-year old right out of college. Don't think the 15 year gap is any less in your older workers. A worker at 55 and a worker at 70 have different goals and needs. As a manager, you may need to look at groups getting ready to retire (55-62), retirement age and still working (62-70), and older worker who want to keep active or who need to work (70+). Each group presents different management challenges.
3.[b]Communicate, communicate, communicate[/b]
Don't assume that the older worker knows what you expect of them. They don't have the same background as you. Be very clear what you want done and what the measurements of completion and of success will be. "Bill, take care of that for me" is not enough. Try "Bill, I need you to prepare the department's budget for the next fiscal year. Use the numbers from last year and add 10% on everything except training which should go up 15%. I need it by Tuesday".
4.Value their life experience.
Your older worker have been around. They have seen a lot. They have done a lot. Recognize the value of this experience. Learn from it. Encourage the younger members of your team to learn from it. The lessons from the "school of hard knocks" are invaluable.
1.Train them.
Older workers need training as much as younger workers - just as much, just as often. The subject of the training may be different, but the need is the same. And don't believe that older workers can't be trained. They are just as receptive as their younger peers.
2.Meet their security needs.
Older workers probably need benefits more than the younger workers. They need medical coverage, vision care, and financial planning. Make sure your company's benefits plan meets their needs too.
3.Motivate them.
Any manager's key job is to motivate their employees. Older workers have different motivational "hot buttons" than their younger counterparts. Opportunity for advancement is probably less important than the recognition of a job well done, but see step #1 above.
4.[b]You don't have to "be the boss".[/b]
The older workers grew up in a hierarchical society. They know you are the boss. Most of them were bosses at some point too. Get on with leading the department and don't waste time posturing. It won't impress them anyway. They've seen it all before.
5.Be flexible.[/b]
Your older workers, depending on age group (see #2 above) may want flexible hours or a shorter work week. For those of them that need that, be willing to be flexible. You need their talent and technical skill so do what you need to to keep it available. Do not, however, assume that all older workers want to go home early. Some may be motivated by working the same long, hard hours that they have always done.
6.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 pass on. Give them the opportunity to do so and your entire organization will benefit.
F. John Reh,
From India, Pune
Hi Rajendra,
Very interesting posting! Yes, today belongs to younger generation - the Gen X ! The youngsters who have done their higher education, fresh from the college without any experience and feelings, become the most wanted people in the Corporate World!
It is like a beautiful Car with a wonderful engine! But which is and where is the driving force? They are the Older generation with wisdom, experience and patience. Do you find how many young Managers have patience which is the most important of running the business successfully?
Thanks for giving a wonderful posting.
-Srinaren
From India, Bangalore
Very interesting posting! Yes, today belongs to younger generation - the Gen X ! The youngsters who have done their higher education, fresh from the college without any experience and feelings, become the most wanted people in the Corporate World!
It is like a beautiful Car with a wonderful engine! But which is and where is the driving force? They are the Older generation with wisdom, experience and patience. Do you find how many young Managers have patience which is the most important of running the business successfully?
Thanks for giving a wonderful posting.
-Srinaren
From India, Bangalore
Agreed.
Generation X persona are ultra-confident. They proudly proclaim 'been there, done that' and move on, having just skimmed over the surface of issues.
The elder generation however, have actually, through back-breaking effort, laid the foundation for what Gen. X take for granted. Judgement and the 'ability to know what to do when' does not come from book learning alone - it comes through varied experience, learning from mistakes and making sure they do not recur, the ability to expect the unexpected, and the realisation that no two people or two situations are exactly the same, and hence have to be handled differently.
The technological advances that Gen.X take for granted, if supported by the judgement and experience of the elder generation, can make a force that can endur and evolve ... Intelligent Quotient and Emotional Quotient together are unbeatable ...
Jeroo
From India, Mumbai
Generation X persona are ultra-confident. They proudly proclaim 'been there, done that' and move on, having just skimmed over the surface of issues.
The elder generation however, have actually, through back-breaking effort, laid the foundation for what Gen. X take for granted. Judgement and the 'ability to know what to do when' does not come from book learning alone - it comes through varied experience, learning from mistakes and making sure they do not recur, the ability to expect the unexpected, and the realisation that no two people or two situations are exactly the same, and hence have to be handled differently.
The technological advances that Gen.X take for granted, if supported by the judgement and experience of the elder generation, can make a force that can endur and evolve ... Intelligent Quotient and Emotional Quotient together are unbeatable ...
Jeroo
From India, Mumbai
We too have same as burning issue in our Organisation - Our's average age is 52 yrs. Throwing out the people is not the solution. Let us never forget those are the tested people and foundation of time tested industry- where believe was to have an integrated industry structure rather than having outsourcing or franchisee route to move on - having no one to buy the ownership resulting a dejected group of customer. I will post management issue of those workforce after having some opinion.
Indranil
From India, Calcutta
Indranil
From India, Calcutta
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