The “Baby Boomer” generation includes the years 1946-1964. born persons.
“The current 60-80-year-olds are a generation whose representatives are not afraid to work hard. They are reliable, responsible and experienced specialists. Baby boomers value stability and guarantees at work. Employees of this generation are dedicated to one career direction, tend to seek company loyalty and long-term working relationships. It is also important to mention that as this generation ages, various health benefits become more and more important to them. Employers should keep this in mind when forming new benefit packages offered to employees”, says E. Latyšovič.
Globally, one in five people aged 65 and over are still working today, according to the latest figures from ManpowerGroup. It is estimated that the number of people aged 55 and over will double in the next two decades.
“This means that despite the fact that representatives of Generation Z are currently beginning to occupy a significant share of the labor market, the Baby Boomers are not going to disappear from it any time soon.” In the future, we will not avoid the clash of different generations in the teams. The question that should arise for all current managers is whether they are properly prepared and have all the necessary competencies needed to manage such teams,” says E. Latyšovič.
Not just years of experience
According to her, employers who follow stereotypes are missing out on a large portion of potential talent in today’s market. Because, as many studies show, older workers are not only able to work productively, but also can use the latest technologies as well as possible.
“A recent study by Gallup found that Baby Boomers are calmer in stressful situations at work and engage in teamwork better than any other age group. What’s more, senior colleagues can and are willing to pass on all the accumulated knowledge and experience to younger employees. This is extremely useful in order to avoid repeated mistakes or preserve the core of the long-standing company culture”, says the expert.
The belief that retaining an older employee will cost the employer more than, for example, a representative of generation Z, is also wrong. Data from ManpowerGroup shows that professionals aged 50 and over are even 5 times less likely to change jobs than their colleagues aged 20-24.
“Of course, one of the biggest myths – that older people don’t know how to use the latest technologies – is also wrong. According to the Pew Research Center, the difference in computer literacy skills between representatives of different generations is decreasing every year,” E. Latyšovič shares his insights.
Age is just a number
“It’s time to take off the stereotyped glasses. 50 or 60 years – today it – doesn’t matter. Modern medicine and better quality of life have extended not only the average life expectancy, but also the period of healthy life. Therefore, if there is a desire or need, we can work longer,” E. Latyšovič teaches.
However, according to the expert, not only Baby Boomers, but also representatives of other generations are faced with various false stereotypes about age at work. The young Z generation is no exception.
“More than once and more than twice, I had to have an honest conversation with employers about why it is not possible and not worth writing off one generation due to negative experiences in the past. Some still scare away representatives of generation Z, because the latter, it seems, expect to receive a salary of at least 2,000 euros and high positions immediately after graduation. Others, when they receive a CV from a senior candidate, just smile because they think that the latter reached them through a mistake related to insufficient knowledge of computer literacy. This is not necessarily true. It is important to understand that negative experiences with employees representing one or another generation in the past are not a rational reason to write off an entire group of people,” says E. Latyšovič.
According to her, employers should not discriminate, but use qualified specialists and professional selection tools to help avoid the mistakes made in the past by choosing the wrong colleague.
“How we operate in the labor market today will have a direct impact on how it will look in the future.” Therefore, we simply cannot afford to be guided by stereotypes. Both younger and older persons must be able to find a place for themselves in the labor market. In a few decades, most of the current employers will find themselves in the place of today’s Baby Boomers, and the place of Generation Z will be taken by their children,” emphasizes E. Latyšovič.
Various legal acts oblige not to rely on stereotypes when selecting or evaluating employees.
“International and national law obliges employers to provide equal conditions for all employees. Therefore, professionals of different ages holding the same position must have the same requirements, incentives, and remuneration. If older people are offered different working conditions than younger people, the first group of employees is discriminated against,” says Jovita Valatkaitė, associate partner of the law firm “COBALT”.
The lawyer also reminds that employees who believe that they experience discrimination at work due to age can seek help from the Equal Opportunities Controller, who deals with such discrimination complaints.
Tips for managers
According to the expert, there is no way to avoid the new reality. Employees will have to learn to work with colleagues of different ages, and managers will have to learn to manage them.
“Those who manage to seamlessly integrate representatives of different generations into the team will only win. While it may be confusing at first how to find common ground between, say, a 60-year-old and a 22-year-old professional, it shouldn’t be difficult with the help of competent managers. It is important to know that younger employees are receptive to valuable knowledge – the latter’s senior colleagues usually have an excess. We just need to ensure that there is a healthy and purposeful sharing of knowledge in the teams”, says E. Latyšovič.
According to her, teams made up of members of different ages work more efficiently and qualitatively than groups whose members are of the same age: “More diverse perspectives, creative ideas, possible ways of solving problems, sharing experience and skills, most importantly, passing knowledge from generation to generation – all this makes such teams stronger.”
The specialist advises to promote cooperation between colleagues of different age groups: “This way you will naturally create a space for the exchange of skills and knowledge. If not during co-working, when can a Gen Z representative introduce a new software program to a Baby Boomer? When will the elder be able to share his experience, how, for example, to communicate properly with clients or colleagues and to survive less because of a biting comment from a client?”
One example of promoting such cooperation could be NASA. In this organization, at the moment, employees who could theoretically retire can voluntarily stay to work part-time for another two years. At least 20% of the talents who took advantage of this opportunity. working hours must consist of mentoring, various knowledge sharing activities, direct assistance to younger colleagues who still lack experience in certain areas.
