In recent months, a number of my friends and former colleagues in their 40s and 50s have found themselves being retrenched. Nothing surprising in that, you might say – it’s a common fate of many middle and senior managers to be “delayered” by their organisations. And of course, redundancy is now something that everyone in the workforce must expect to face at least 3-4 times in their career.
What is surprising is that in most cases, these friends and associates have been taking deliberate steps to remain relevant, by retraining and upskilling, by keeping up to date on business trends, or by engaging with new opportunities via meetups and networking events. Nevertheless, their employers have found reason to cut their positions – and despite a bar on age discrimination, the likelihood of some of these older workers finding comparable roles is greatly reduced.
This scenario is not helped by the challenges younger workers are experiencing in finding their ideal job, at least during the first few years of their careers. I would probably dispute this assertion, for the simple fact that many younger workers do not really know what career they intend to pursue, or are not aware of what options are open to them. Plus, apart from areas like medicine, science and engineering, secondary and tertiary education should be less about getting formal qualifications and more about learning how to learn, how to engage with new ideas, how to explore different concepts, how to acquire different experiences, and above all about being prepared for life….. (In my own case, I probably didn’t find my “true” career path until about 5 years after joining the workforce – a process helped by undertaking some further training when the time and circumstances were right for me. But this “delay” did not prevent me from gaining valuable experience in a series of jobs – especially as employers did not expect younger new hires to stay more than 2 years in the same role.)
Some of the corporate job-cutting is no doubt driven by economic and financial necessity, in the face of automation – and this is a trend which probably puts older workers at a disadvantage, if they are deemed less able to learn or adapt to the new technology. But as I have argued before, being older should not mean being obsolete.
One friend noted that in transitioning to a new role, there was a higher expectation that they would adapt and learn the ropes more quickly than a younger new hire. Again, this puts older workers at a disadvantage as they will be cut less slack than a rookie in a similar role.
So it seems that older workers are seen as less able (or less willing?) to learn new technology; but at the same time, they are expected to deal with change and disruption more easily then some new entrants to the workforce. There is also a growing expectation that the older you are, or the longer you have been in your previous role, the longer and harder it will be to find a suitable new position. (Again, in my own case, after I left my last corporate gig, I spent 5 years doing a range of consulting projects and contract roles, before finding myself working in a totally new industry – one that is at the cutting edge of disruptive technology, and didn’t really exist at the time I left the corporate world.)
Finally, I was struck by the comment of a former colleague who is being tempted back into the workplace, having made a conscious decision to take earlier retirement:
“I like being retired. I also know that one day you’re the hero and the next day you’re considered part of the problem.”
Next week: Beyond Blocks, Tokyo
Content in Context 