Do you have older employees in the workplace? If yes, this is for you. In this modern era, companies are starting to acknowledge the fast-paced digitalization of business. Yes, a “younger employees vs older employees comparison” is in order.

Why do companies want to get rid of older employees?

The reason behind this is to survive and to increase the performance of sales, marketing, and service. Netflix, one of these companies, started as a DVD delivery service. Now, with its online streaming platform, it garners more than 20 million subscribers. 

With the upscaling of the brand, the revenue has increased to millions of dollars. Indeed, the wonders of online marketing have caused older companies to evolve into gigantic enterprises. This could be because of the percentage of older employees in the workplace.

There is one problem, though. As businesses progress into a new digital advancement, more senior employees have started to be left out. As a result, older folks lose their jobs. So, how do you accommodate an older employee? What happens to workers when they grow older?

These are all valid questions.

The positive and negative effects of employing older adults in the workplace

It is crystal clear that the adaptation process for older employees to learn more advanced technology in sales is a hard pill for companies to swallow. It’s usually safe to assume that a 23-year-old college undergrad would still be more proficient at computer technologies than a 58-year-old degree holder. 

But why is it necessary to do what it takes to keep older employees in the workplace?

1. Aging workforce statistics 

Based on the latest count by the US Bureau of Labor Statistics, labor force participation rates are projected to increase for older workers of the population. Age groups ranging from 65 to 75 will boost their count by the year 2024. 

This is a dilemma on a global scale, especially for companies that have initiated any upskilling programs for older workers. Now, let’s compare the characteristics of older workers with the new generation.

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‍ALSO READ -  Age In The Workplace: How To Manage Generational Differences and Drive Your Business To Success

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2. Millennials and the Job Hopping Mentality

Statistics conducted by Forbes show that around 49% of millennials will quit their jobs within two years. The reason behind this is there is a struggle in acquiring an employer-employee relationship for millennials. 21% of millennial workers have changed their jobs in the past year. 

The reason behind this is the growth of opportunities in the business section. However, older employees have already built the mental fortitude and commitment by years of experience in their industry.

3. Their Customer Relationship Methods Have Stood The Test of Time

No matter how slow it can be, the traditional way of dealing with service has assured clients and customers of a personal relationship between them and the company. 

Back then, people weren’t looking for faster solutions during a simpler time since they had not thought it possible. What’s important is the constant engagement to them given by the employees in closing deals.

This is what workers from the past generation have. They are accustomed to dealing with customers with a more personalized approach rather than making them wait and rely on an automatic transaction system.

4. Older Employees Tend to Make Sure Things Work Well 

Study shows that older employees value an autonomous work environment. Built by day-to-day interactions with customers and co-workers, they have established a sense of unity and harmony in the workplace. Because of that, older workers tend to show their urge to perfect their craft.

5. Older Employees Can Be A Well-Oiled Machine

It is necessary to make sure that older employees can keep up with digitalization. With proper guidance, trust, and commitment, more senior employees can certainly produce satisfying results for companies. That being said, organizations that invest in programs for older employees would harvest a rewarding ROI.

Newer Technologies Can Produce Faster and More Sufficient Results

The most critical part of closing the skill gap for older employees is to enlighten them on what a new technological system could improve sales. Studies have shown that 56-71-year-old workers have expressed their desire to undergo a new learning process. 

Awareness is a crucial ingredient to attention. That way, older employees can open up to more contemporary ideas and accept a new learning process. 

Training is Not Just for Newbies

Introducing a new platform can be a bit stressful for companies, let alone for older employees. But with a sufficient number of test runs and a dedicated workforce, older workers can still show commendable progress and a drive for learning. 

The critical factor for training more senior employees is time. When companies give time for workers to learn new methods and tools, it is more likely that they can expect better outcomes.

Coaching Produces Trust and Teamwork 

Coaching is essential to track a better perspective on the upskilling of older employees. By giving older workers advice during advanced training, companies can be more data-driven with their learning progress.

This will also deliver positive reinforcement for more senior employees because it encourages them to persevere in an engaging work environment.

The Best Way to Learn is Through Experience

Companies consider employees’ experiences indispensable. They need to try out the new system itself. Studies show that 50-60-year-old employees that master new technologies have better performance and a desire to work longer. 

That said if a company is to attain an effective training program for older workers. The goal to utilize experience with a newer technological approach will affect its marketing positively.

What The Company Can Do?

As easy as it may sound, the ability to enable older employees with newer tech can be a struggle for companies. 

For older workers to adopt a more efficient service, it is a must for the management to consider that learning between older and younger workers may be different. 

However, there can still be possible ways for more accessible, beginner-friendly digitized learning.

1. User Interface Should Be Simple 

Companies that embrace older workers make sure that their learning tool is as simple as it can get. 

More senior employees can figure things out by having a step-by-step visual learning interface by just watching and hovering over their devices effortlessly. 

2. Motivation is Key for Learning

Studies show that older employees experience discrimination and prejudice in high-tech companies due to a lack of technological skills and age gaps. This causes older folks to shift into more simple careers. 

Companies that value older workers’ experience must observe guidelines in keeping the workplace and training a safe and nurturing environment.

3. Breaking Down The Barrier

Admittedly, companies are now in search of younger workers. The objective is to get new hires, put them under the companies’ wings and wait for progress. 

This is the reality that older folks aged 45 – 60 are facing. On the other hand, it also drives them to explore, learn, and enhance new skills. 

Key Takeaway

Brands that are more inclined to the digital section are in a race for gold. With all the benefits new technology has brought, they must also realize that there are things in the business sector that statistics can’t acquire, data and lightning-speed internet. 

To value old workers is also to pay respect to tradition. The once-successful marketing approach that they attained is now in our hands. 

The things that they learned in the past have made significant progress to what we know now. Indeed, there are things in business that technology can do better. 

But people, especially the tenured ones, follow a similar vision. They are geared towards serving the customer to the best of their abilities.