I think it’s partially a comfort thing I think that younger workers feel challenged by older workers to some extent my personal circumstances seemed that without trying I intimidated younger workers. I started biting my tongue in meetings, giving credit to everyone. But the bottom line was I was worth two of them and they knew it. I had to be something I wasn’t.
Due to labor shortage, I think more firms are trying to tap into less traditional work force. Microsoft and other tech companies figured out people with certain disability can be very good programers, so they have set up programs to recruit those people and also provide support for them (dorm like living space, mentorship). I just saw on a news that GM started a program to help older stay home parents to return to work because they can’t get enough experienced workers. The program is 12 weeks. The workers are trained with latest work technology and are assessed during that period, and at the end 12 weeks some people are offered a position (85%+). I have similar type of program at banks and technology companies. I think it is encouraging.
Maintaining your professional network is crucial as we age. I was let go, due to a corporate merger, 3 years ago. I ws in my late 40s and it was 10 months after suffering a heart attack. The merger was announced 6 months prior and I had a pretty good idea that being one of the older people in my role, with the most tenure and hence higher pay I could/would be on the chopping block. I started working my network 6 months before I knew if I would be impacted (or even if their were going to be terminations.
By starting early I had employers interested in talking 2 months before announcements were made and had interviews set up within 2 days of being informed I would be let go. I was able to secure a position about a month and a half before my termination date and they were willing to wait for me, so I could collect my 6+ month severance package. I never missed a day of work (or a paycheck) and came out ahead with 6 months pay in the bank.
This never would have happened without using my connections and planning ahead. I am now in the mindset that over 50 the job search is continuous. I constantly have my ear to the ground for opportunities. I love my job but have learned that there is no loyalty to older workers and realize I may have to “bounce around” until retirement comes. Unfortunate but a reality of today’s workplace.
I was in a similar position as iaparent this year. I started looking when my manager was let go. I was able to collect close to a year of severance and started a new job within a month. It was pretty good for only have worked there for 8 months (a month after I started they decided to wipe out my department). What is interesting is I am working with my old manager again, more as a peer, even though I didn’t know he was working there when I applied. He helped me in getting the job by giving a great recommendation. As posted by iaparent, networking is key.
My husband was let go at age 61, and it was blatant age discrimination. One day, management assembled all the employees and told them that the company’s cost for insuring people over 53 was higher, “but you older employees are welcome to stay on.” The very next day my H got his pink slip.
He briefly considered pursuing legal action, but his father had died not 2 months earlier and my H was the named executor. We had my FIL’s house to renovate and sell, and my H decided to use the down time to do those jobs while looking for another job.
He encountered more age discrimination while interviewing for the next job. At one place, the first thing said to him as he walked in the door was not “Hi Mr. X” but “How’s your health?” The bald, not-young interviewer then said to him, “You’re getting up there, aren’t you?” Needless to say, he didn’t get that job.
The job he finally got 8 months later (2 months after his unemployment benefits ran out) paid only 78% of what he was getting at the job he was let go from. Our D was in 6th grade at the time so it greatly impacted saving for college, retirement etc.
It’s not one dimensional. It’s more productive relative to their cost. Younger workers are cheaper. Thus, they don’t have to be as productive as older workers. Older, more expensive, workers have to be a lot more productive than a younger worker to make up for their cost. A younger worker can be a complete dope but may still be better deal than the more experienced older worker. Once you know the math and how your employer makes it’s money you have the keys to longevity.
Age discrimination is real and I’m in my early 40’s just fine 
but I’ve seen it so often in my career. I wish age discrimination received the same voice as the other social justice talking points that are so “popular” these days.
@yourmomma totally agree about knowing where your employer makes its money. But a lot of employers make their money by laying people off or don’t really have a clear profit motive (ie. nonprofit) or getting rid of people is the profit motive or the worker is literally just there to keep the lights on - nonprofits, health care, retail. I think the biggest crisis is a crisis of lack of meaningful jobs. Even meaningful jobs like EMT are paid rock-bottom in our society and seen as expendable. How do you argue that you are an Important Worker when the actual work most of us do is generally considered to be unimportant, even things like teaching?
In the nonprofit world, I watched grant writers and fundraisers become king. The people who actually carry out the work all got laid off. The actual work used to be considered essential for good donor relations but it’s all smoke and mirrors now.
A couple of things. First, you cannot cut your way to prosperity. Just look at Sears. They have been cutting for years and are just about done. So laying people off just to get profitable isn’t going to work. Restructuring to change your business is sometimes necessary.
Second, there is no such thing as a “non-profit.” In order to survive, “non-profits” have to earn more than they spend and need to put something away for the future. No different than a “for profit.” The only difference is the non-profit doesn’t distribute its profits.
Third, from a business perspective it’s not about “importance.” It’s about value – does this person earn me a profit. The reason you saw grant writers and fundraisers become kings is because they brought in the dollars. Without an inflow of money you’re toast. Same can be said for that salesman you leads sales every year. So if you’re not related to the “sales” function you better figure out how you earn the company money. Today in many cases it’s the use of technology.
@momofsenior1 Yes, the more I read about and see the experiences of others the more I’m glad H decided in his 30s (20 years ago) to start his own firm. It took us some very frugal living to get it going, but we’ve been reaping the benefits ever since - job security being a biggie as he gets older.
Nothing is without risk though. If the economy tanks, so do many in his line of work (Civil Engineering). He’s good enough at his job and was able to expand worldwide to survive the recession of 2008+, but so many around us did not. We’re watching world events very cautiously. Still, being an employee isn’t better than being the owner when cutbacks are needed.
I would not say younger employees “don’t have to be as productive as older workers.” Ever deal with the kids who routinely miss Mondays, leave early on Fridays, take 2 hour lunches? Not to mention maternity leaves.
There are great employees at any age. But I’m reacting to what strikes me as some ageism in this thread. You may know some aged “place holders,” but generalizing about our age group bites.
Maybe some know young folks who got away with lower commitment. Not good advice for our own kids. And surprising on CC, where the subtext is often pushing forward, getting ahead.
My company is so focused on trying to hire millenials that we are moving to new space in March with all types of flexible spaces and an outdoor terrace so we can have collaberative lunches, etc. I happen to think the current space is fine. The millenials we have hired have all left after less than a year. I doubt it is just about our ho hum current office space.
The company added a very generous paid maternity leave as another option to attract younger workers. I inquired if there would be a comparable benefit of paid leave for an older employee who had to take time off to assist a dying parent. No, but yiu can use FMLA for that. Sure, but FMLA is unpaid leave.
My boss is 39ish. She keeps asking me to create documents summarizing everything I do. She can pound sand. I am not an assembly line worker putting tab A into slot B. I cannot sum up 30 years of experience in a pdf for her. Counting the months until I can leave and they will learn the hard way how many millenials it takes to replace one highly experienced employee.
I could have written @Creekland’s post word for word - it’s even been 20 years since we started our civil engineering firm. It’s been a blessing in that I can work as much or little as I’m able, depending on our family’s circumstances.
@yourmomma totally agree with you, but it doesn’t mean that management won’t try to cut their way to a profit!
My H had the same experience as you, Rockvillemom. As an engineer who was loyal, hardworking & always on top of his game, he found it incredibly insulting that the organization felt his expertise was something that could be replaced by a user’s manual. The company actually did say that everything needed to be run like an assembly line, including engineering functions. Oh, if only it were so simple. He was thrilled to take a buyout last month.
Dh heard from several former coworkers over the holidays. Each one told him that exec. mgt. was starting to realize “mistakes were made” (by whom, no one will admit) in last year’s restructuring. It turns out that the 30-something new hires have little or no experience with regulatory constraints much less any idea of how to deal with the conflicting demands of the board, the line (sales), regulators, auditors, customers, etc. While it was nice to hear that he’s missed, we’re a bit concerned about the stock tanking before we’re able to cash out everything.
One exec has suggested several times that dh return as a consultant. He just laughs that off. Since his departure, his blood pressure has dropped, his A1C is now normal and he hasn’t had a single migraine.
I will say that I admire young workers for demanding greater work-life balance from their employers… something my generation did not. Technology will help in that regard, and good for them to be both embracing it to enhance their professional/personal lives, and demanding from employers that it’s used to that end. Telecommuting, working from home, better parental leaves, more generous vacation policies – these are all good changes in corporations smart enough to implement them. So millennials coming in and changing the work place: I think that’s a good thing. But it’s a separate thing from the rampant ageism you see everywhere. And unless millennials work to change it, they eventually will become victims of ageism as well.
After about 20 of us were laid off in one day at my old company, several engineers were hired back as consultants. They laughed all the way to the bank, because they got paid a LOT more than they had been as employees.