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Create Your Own
National Treasures |
We often want to keep "thinking young" because it keeps us vital and energetic. In the case of a company, this kind of thinking can add enthusiasm and longevity to the workforce. But try thinking older - you might be surprised.
If you're finding your company is short of loyal, punctual, experienced employees who show up every day and do the jobs assigned to them, older employees may be the solution.
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Another Dependable Source Many employers find benefits in hiring mentally handicapped people for jobs such as janitors, supermarket baggers and dishwashers.
One employer hired an older man who has trouble writing his name and a younger man who needs help telling time. Both men help clean a shopping mall. The employer says their absenteeism rate is three to four times lower than that of their teen-age co-workers.
Mentally handicapped employees may also stay on the job longer. At one restaurant chain, a handicapped dishwasher remained for six years, while the company's average turnover was three dishwashers a year. |
There are several ways you can benefit by hiring from this largely untapped labor source:
Increased creativity. Intellectual and creative capacity grow with age. For example, musicians show increased ability until they reach their mid-60s and their skills don't start to decline until they are 85 or older.
High loyalty. Older workers aren't usually obsessed with advancing their careers, so they have a strong sense of loyalty that translates into less job-hopping and turnover.
Strong work ethic. Some younger employees refuse certain jobs, believing the work to be insignificant or meaningless. For older people, the workplace provides opportunities to be active and to socialize, so they may gladly accept these jobs. And because older employees tend to be more content with their jobs and their lives, they may be easier to work with and supervise.
Lower absenteeism. As employees age, they tend to take fewer days off.
Good role models. Younger people are likely to pick up on the sense of responsibility and diligent work habits they see among their older colleagues.
Comparable productivity. Generally, older and younger staff members compare equally well when it comes to output. For example, one construction company president recalled:
"As an apprentice carpenter, I saw first-hand the value of an older worker. Frank, our third man, had been a carpenter when the two lead carpenters were still in diapers. He worked more slowly, used a smaller, 16-oz. hammer, and didn't look like he was working as hard as the younger men. Yet, at the end of each day, he had done as much work, as neatly or better, with less lost motion, fewer bent nails, and less wasted lumber than the youngsters."
You don't always have to look outside the company for older workers. You may have employees who are approaching retirement and you don't want to lose them. Do something about it.
Say, for example, your bookkeeper for the past 25 years, announces she is retiring. You're worried about how to replace her because of her years of experience and knowledge about the company. In fact, she may not want to retire at all. As many as eight out of 10 employees would consider staying on after retirement age if they could modify their job descriptions to allow for more safety, fewer physical demands and shorter hours. Perhaps the bookkeeper could work part-time or become a consultant to your firm.
Think about it: If you start to think older, you can keep the employees you value and hire additional valuable people. Take a hint from Japan - older artisans become Living National Treasures. Make a few of your own.
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