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By valuing their experience, promoting lifelong learning, and fostering an inclusive culture, employers can unlock a wealth of expertise, dependability, and diverse perspectives by hiring from the silver generation.
As Singapore's population continues to age, with nearly 20% of its citizens expected to be 65 or older by 2030, the need to rethink workforce strategies has become more pressing than ever.
The "silver generation" represents a growing and valuable segment of the labour market that many employers overlook due to outdated perceptions of older workers. However, with the right approach, companies can harness the vast experience, reliability, and unique insights that these seasoned professionals bring to the table.
According to data previously reported on HRO, the employment rate of older residents aged 55-64 has been steadily rising, with many employers recognising the value these seasoned workers bring to their organisations. However, some employers still harbour concerns about the adaptability of older job seekers.
During a panel discussion at the Tripartite Collective Dialogue held on 20 August, panellists Dr Koh Poh Koon, Senior Minister of State for Manpower; Heng Chee How, Deputy Secretary-General, National Trades Union Congress, and John Ng, Vice President, Singapore National Employers Federation, alongside moderator Professor Chia Ngee Choon, National University of Singapore, addressed a critical question from the audience: How can we shift the perception among employers that older employees are slower and struggle to adapt to modern corporate life?
One speaker highlighted a prevalent misconception that age is inherently a barrier to productivity and adaptability. This mistaken belief suggests that older employees struggle to grasp new concepts and adjust to modern workplace demands, overlooking the wealth of experience and valuable skills they bring to the table.
If the performance is good, age does not matter.
He emphasised that instead of hesitating to hire from the older generation, employers should shift their focus from age to individual performance.
By concentrating on how to enhance each employee’s capabilities, regardless of age, companies can unlock the potential of their entire workforce and foster a more inclusive and effective work environment.
In that vein, Sarah Gideon has come up with a guide that will help leaders, like yourselves, to shift your purview toward hiring older employees, and recognising the unique strengths and benefits that they can bring to the workplace.
Value their experience
Emphasise the deep industry knowledge and problem-solving skills that come with years of experience. Older employees, too, can mentor younger staff and provide valuable insights.
Promote lifelong learning
Showcase examples of older employees who have successfully adapted to new technologies or roles, demonstrating that age doesn't limit learning or adaptability.
Highlight their reliability
Older employees often bring a strong work ethic and lower turnover rates, reducing hiring and training costs for the company.
Diversity and inclusion
Frame the inclusion of older workers as part of a broader diversity initiative. Diverse teams, including age diversity, have been shown to enhance creativity and decision-making.
Flexible work options
Offer flexible work arrangements that cater to older employees' needs, such as part-time roles or remote work, making the transition into corporate life smoother for them.
Challenge stereotypes
Conduct training sessions to address and dispel common stereotypes about older workers, focusing on their adaptability, commitment, and potential to contribute meaningfully to the company.
Leverage technology
Provide training programmes catered specifically for older employees to help them stay up to date with technological advancements, proving that they can adapt to modern corporate environments.
As further shared at the panel discussion, one speaker highlighted that while it's crucial for employers to be adaptive and open to hiring older workers, employees also need to contribute by being receptive and ready to assign manageable tasks to their more experienced colleagues. It is a collaborative effort where it takes 'two hands to clap' to ensure a smooth integration and successful teamwork, it was affirmed.
Embracing the diverse perspectives and experiences of older colleagues can lead to richer problem-solving, enhanced mentorship opportunities, and a stronger intergenerational team dynamic.
Here are some ways employers can look to encourage closer collaboration between employees and their older colleagues:
Enhance team dynamics
Diverse teams, including age diversity, often produce better outcomes by combining different perspectives and experiences. When employees learn to work effectively with colleagues of all ages, the team benefits from a richer pool of ideas and problem-solving approaches.
Knowledge transfer
Older employees often possess valuable industry knowledge and expertise that can be passed down to younger employees. This transfer of knowledge can be critical for maintaining continuity and preserving institutional memory.
Build mutual respect
When employees adapt to working with older colleagues, it helps break down age-related stereotypes and biases. This fosters mutual respect and understanding, leading to a more harmonious workplace.
Support an inclusive culture
Embracing age diversity contributes to a culture of inclusion, where all employees feel valued and supported, regardless of their age. This can lead to higher job satisfaction and retention rates across the board.
Promote continuous learning
By working closely with older colleagues, younger employees can develop a mindset of continuous learning, recognising that growth and development are lifelong processes. This can inspire them to seek mentorship and expand their skills.
Ultimately, creating a work environment where employees are adaptive and open to collaboration across different age groups not only strengthens the team but also drives the overall success of the organisation.
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