Mentors or Misfits?

Since AARP and other organizations recognize seniors at age 50 on up (much to the chagrin of many youngsters in their 50s), considerable numbers of seniors are still in the workplace. Another senior moment occurs when a seasoned worker discovers that his immediate supervisor (boss) is half his or her age, more or less. Yes, this happens even to those in their 40s (and even younger).

This particular senior moment can be a negative or positive thing, depending on the younger boss, manager, supervisor, foreman or director. It also depends on the attitude of the senior so it becomes a two-way street. I noticed this personally as I grew saltier (hairwise and otherwise) that my superiors were getting younger and younger.

If you’re still working, this applies to you but even if you are fully retired, you may still find yourself beholden to fresh-faced neighbors, salesclerks, insurance adjusters, bank tellers, cops and even a kid just out of seminary preaching at you (or to you) every Sunday. So stay tuned. The workplace is getting concerned about the numbers game in a work force that is getting older.

A recent report indicated that 56% of today’s workers are age 40 or over compared to 38% in 1977. Of this growing pool of workers, many are supervised by those who are younger, often significantly so. Of boomers (age 40-59), 23% said they had younger supervisors whereas 71% of those 60 and over said they report to significantly younger bosses.

This is a fact of life. Fortunately, there are those who recognize potential problems and are working on them. Younger bosses, administrators, supervisors and managers often have new ideas from their education, management training and personal life styles. At times these are alien to those older who have considerably more experience but are often unrecognized for their value to the firm.

Older workers, for instance, may be more loyal to the company, work-centered while those younger may try to balance work and family (or personal needs and interests). There can be a real generation gap which usually is closed only by mutual understanding and acceptance. This isn’t usually achieved naturally except for those unusually mature individuals, juniors and seniors alike.

Younger supervisors would be wise to recognize the contributions older workers can make and older workers would be wise to recognize the competency and work ethic of their superiors. Ironically, the elderly have enjoyed a certain amount of recognition and honor simply because they are seniors. But more and more, seniors have discovered that this recognition is not always automatic but must be earned. Younger managers must also recognize that salty seniors can make significant contributions if utilized wisely.

One role seniors can play in the workplace is to be used as mentors but only if they have been trained as younger employees are trained so they are on the same playing field. Holding grudges because of failure to be recognized and/or utilized fairly can turn a positive senior moment into a negative one. Regretfully, this positive experience may not occur for some which could mean finding meaningful employment elsewhere or spending more time in their rocking chairs.