Career development for employees heading into their 'second middle age'

Continuous learning enhances job performance and generates confidence in older workers
By Marge Watters
|Canadian HR Reporter|Last Updated: 02/28/2006

This is the first of a two-part series on older employees. Part two, Are you ready to tap older workers’ talents?, looks at the need for workforce recruitment and retention strategies that target older workers.

How does your organization view the career potential of employees who are in their mid to late 50s?

Is there an assumption that they are on the downhill stretch to retirement? Are they seen as blocking up-and-coming employees? Are they passed over for positions where there will be a steep learning curve? Are scarce development dollars spent on younger employees rather than on them? If so, you may be discouraging people who could form a very valuable talent pool.