High Tech meet High Touch. There is so much being done in companies around diversity and inclusion - which are not at all the same thing by the way. But I see little focus in either area to include AGE.
Five generations are in the workforce right now and there is so much to learn from each other. Roughly 40% of US workers have a boss who is younger than them.
How do we stop discounting the sage worker who has wisdom, mentoring skills, intuitive experience, relationship building acumen and historical perspective bar none? I have clients with expertise beyond compare in these areas who are being forced out as if their skills are passé. So unwise. Profoundly foolish.
If you fall in this category and would like my white paper on how to avoid age bias feel free to email or message me at [email protected] Or if you want to know how to better utilize this age group in your company the same article will make it clear.
Let’s all open our thought and...
I see a trend in the American workforce and as a coach struggle with how to make sense of it. This week alone one of my clients was terminated, one was put on a 90-day Performance Improvement Plan that is likely to end in termination, and another had his compensation decreased by $100,000. I find it no accident that the ages of these three people respectfully are 56, 57 and 61.
In many ways, our culture does not value the seasoned wisdom of decades of experience or appreciate the dedication of years of service. Companies see that they can replace “aging” employees with younger people they can pay less. It’s as if they feel “younger” energy will bring more innovation and greater results at a lower cost. They feel the aging employee’s mindset is outdated and that they can’t keep up with technology. That is just plain and simply — Age Bias — and short-sighted.
Employees see this coming. Organizations send people they have...
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