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With more than half of Americans wanting or needing to continue working past age 65, employers may need to confront their stereotypes of both older and younger workers. An AARP study showed that 25 percent of people expect to work into their 70s. Why? Money. Social contacts. A desire to learn and grow. A need to contribute or the opportunity to do something they always wanted to do. Intellectual capital is a competitive asset that cannot be taken for granted. Workers older than 50 have technical skills, industry experience and a deep understanding of a company's philosophy and culture. The people "who've been there forever" hold in their heads the history of how a product was developed, including valuable insight into what didn't work so that failures are not replicated. Also included within this intellectual capital are the relationships and networks developed over many years that serve as the foundation for repeat sales, good relationships with suppliers and an understanding of a competitor's strengths and vulnerabilities. There are many ill-conceived conceptions of older workers. However, in the September 2006 issue of Entrepreneur.com, Stephen Bastien lists 12 ways in which older workers meet the needs of employers: They are dedicated, punctual, honest, detail-oriented, good listeners, organized, efficient, confident and mature, and they take pride in a job well done, set an example for other employees, communicate well and, in some cases, reduce labor costs since many already have insurance and pension plans from prior employers. According to HRMguide.com, workers between the ages of 18 and 34 are twice as likely to prefer flexible working conditions as older employees and seek control of their own schedules, while respondents ages 35 to 44 indicated that they would value more time with family. Many older workers are willing to work a more flexible schedule as their days of driving kids to soccer and karate are behind them. A mature worker also may be willing to work later in the day so that younger workers can participate in the after-school activities of their children. Some companies have benefited from the fact that young families like to take time off in the summer when kids are out of school and older workers like to vacation in the winter months. By working with these differences, both the employer and the employees benefit. Many mature workers have a wealth of knowledge and experience they are willing to pass on to their less-experienced colleagues. Similarly, they welcome learning new techniques and approaches from their younger co-workers. Younger workers bring with them an innate sense of technology and how to use it. They have been trained in the latest theories and business practices, have greater cross-cultural awareness than any generation and expect to function in a global economy. They also bring an open-mindedness about problem solving that can help a work team view a problem or opportunity from a new angle. Younger workers also bring an energy and vitality to the workplace that can be "contagious." Pair the attitude, skills and current knowledge of the younger worker with the life experience and business savvy of the mature worker and you have a formidable combination. There is a need to acknowledge and respect what motivates different generations and the talents of each individual in support of a company's business goals and objectives. Lynette M. Loomis is president of Your Best Life Coaching LLC.
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