Embracing older employees

A look at how to eliminate ageism in an organization with a younger workforce
By Brian Kreissl
|Canadian HR Reporter|Last Updated: 07/12/2016

Question: We are a technology company. Most of our employees are in their 20s and early 30s, but we recently hired a few workers who are older. How can we make our office more welcoming for employees in their 40s, 50s and 60s?

Answer: To a certain extent, some of the supposed generational differences in the workplace are somewhat overhyped. In many respects, people want the same things from their work whether they’re 25 or 75. These include interesting and meaningful work, fair and reasonable compensation and benefits, a safe and pleasant work environment, a certain level of job security, reasonable work-life balance and suitable learning and development opportunities.

Employee engagement is largely universal in that many of the same things can engage employees of all ages. For example, employers should clearly communicate the organization’s vision, mission and values and explain to employees how their jobs contribute to organizational goals; ensure senior management is available and approachable; give employees the resources needed to be successful; ensure work is stimulating and meaningful; provide employees with the freedom to determine how they complete their work; and offer career advancement.