Graying of the workforce

I work with a small team of individuals in my workplace. There are four of us assigned to support a certain functional area and after reading Hudson’s recommendations on integrating older adults back into the workforce, I realize I’m in a unique position.

I am the youngest in the group and am responsible for making sure the work gets done. The remaining 3 team members range in age from early to late 50’s. One co-worker, we’ll call Pam, had actually been downsized by the company, only to be brought back as a contractor. She is nearly 60 and I have to say, is a bit of an anomaly in my company, which is full of ambitious 30 and 40 some-things. Pam and I spoke of this once - - I remarked that I was probably at the top of my career and my desirability to the company is likely to go gradually down as the years past. Pam agreed and also lamented the fact that it was so. She also views herself as one of the pioneers that will make businesses value older workers more.

I think also of Doug, who always has a good story to tell and a wealth of experience. When I think of Hudson’s coach/mentor, Doug is who comes to mind. He too, is a contractor – not a permanent employee. He fits the perfect model of an older worker who is seeking more to influence, rather than “do,” but stuck in a rather thankless technical writing job. I’ve tried to listen to his concepts (although I will challenge them when I disagree) and he also is a patient listener to my thoughts and ideas. Dave, close to retirement, is laid back, supportive and knows just about everything there is to know about the area. I would also have to say their computer skills are fairly strong, except for Dave, who spent most of his work life out on the factory floor.

How do I take advantage of this wealth of experience? One thing I think I definitely need to do is watch for ways to learn and listen.