Older workers are generally defined as 55 or older in the U.S., and 50 or older in the U.K. And right now, older workers are pretty important. In many cases, we’re keen to remain in employment for longer. The global economic picture means that assets and pension plans aren't as rock solid as they once appeared.

And we’re still making vital contributions to our economies. Across the world, older workers contribute an estimated 34 percent of economic output. This despite making up just 24 percent of the global population.  

Since the turn of the millennium, the share of 55-plus workers has near doubled in the U.S., from 13 percent in 2000 to 23 percent in 2021. The U.S. Bureau of Labor Statistics thinks this growth will continue. By 2031, a quarter of the U.S. labor force could be above 55 years old. 

Why Hire Older Workers?

With an aging population in developed economies, an increase in the number of older people in the workplace is inevitable. But what do we offer?

Appreciation of older workers falls into four main categories:

• Resilience. There’s a perception that older workers are better at taking knocks and bouncing back.  
• Higher job satisfaction. We tend to be happier with our lot than younger workers.
• Work ethic. We're told that older workers have a strong work ethic. (Although, many would challenge this notion.)
• More experience. We’ve done stuff. Some of it has been good, too. And we're maybe less likely to be freaked out by things like a down economy, or other elements of a VUCA world. We've got the t-shirt.

But let's be careful here. While some older workers do demonstrate some or all of these strengths, others don’t. And it’s important not to weaponize such characteristics in any kind of generational workplace war.

For example, I’ve lost count of the times I’ve been told by people in my own generational cohort that younger workers are “lazy” or “entitled.” That’s not my experience, and it’s not borne out by research.

A Lifetime of Change

By the same token, older workers are often portrayed as having generic weaknesses. We’re not tech savvy and we’re set in our ways. We resist change. It’s true that I’m not a digital native. I sometimes need my Gen Z children to help me make my phone do what I want it to.

But wait a second. Aren’t we also the ones valued for our resilience and can-do attitude? We can adapt. If you’re, say, 50, you’ve likely been through a working life’s worth of continuous change. Technology, finance, organizational culture: they’ve all been in a state of rolling revolution since the day you first rocked up for work.

So, resistant to change? I don’t think so. In the last year, I’ve begun to learn how to use AI in my day-to-day work. And I consider my skepticism of new technology to be a strength, not a weakness.

Never Past Your Peak?

As for being past my peak, well, some days it surely feels like it. But then I think about the last couple of decades. I only really found a job I could say I loved after I hit 40. I enjoy doing what I do now, way more than I did when I was 30. 

And I've developed more new skills in the last 10 years or so than I did in the previous 25. That's partly to do with the onward march of technology. But it's also about a re-awakened sense of curiosity. Seeing curious, opinionated children grow into adults has helped, even if I can't possibly agree with their taste in music. 

In some areas of my life, the best may be yet to come. We peak at different times for different activities. And different people will reach peak achievement at different points in their lives than others.

Of course, not everyone feels that way, particularly about work. The number of older people in the workplace is increasing. But there are also many who feel the need to take a step back and enjoy a better work-life balance. And there's the issue of self-confidence too, particularly for older workers returning to the workplace, or changing roles.

So it's a complex picture. And wherever you are in your working life, you don't have to accept that it's downhill all the way from here. There may be a surprising amount left in the tank.

What's Next?

According to Susan Wilner Golden, author of “Stage (Not Age),” thinking about your career in terms of age is misguided. In the book, Susan argues that, rather than age, it’s better to think in terms of the stages of life we go through – such as caregiving and formal education – which can happen to different people at different times. Hear our expert interview with Susan over on the Mind Tools website.

In another expert interview, we talked with Lynda Gratton and Andrew Scott about the implications of the 100-year life. As longevity continues to increase, have we really thought about what it means for our careers, our families – and our bank balance? Whether you plan to be an 85-year-old full-time CEO or to retire at 60, their book “The 100-Year Life: Living and Working in the Age of Longevity” gives you the tools you need to plan for a long and healthy life. Listen to the interview on Mind Tools.

Despite changing thinking about age and work, discrimination is still rampant. Our article Age Discrimination and How to Prevent It provides organizations with a blueprint for stamping out discrimination and fostering a welcoming culture for people of all ages.  

And if you are ready to put your feet up, our article 7 Steps For Managing Your Retirement will show you how to bow out in style. If you manage someone who’s thinking of retiring, check out our article How to Manage People's Retirement for advice on how to facilitate a successful retirement for your team member.

Tip of the Week

Learning Hacks

By Matthew Hughes, Mind Tools Editor

Learning is hard.

I might be stating the obvious, but it’s good to remember that it’s totally normal to struggle when trying to learn. I’ve recently started language lessons and a digital content course and there are times when I’ve wanted to throw in the towel.

Fortunately, clever people have studied the science of learning and there are plenty of insights, models and hacks for making learning stick.

One such method is The Learning Zone Model, developed by psychologist Lev Vygotsky. The model demonstrates how we need to be challenged when learning – but there’s a limit. We start out in the “comfort zone.” Then, when we begin learning, we move into the “learning zone.” But if we push ourselves too hard, we enter the “panic zone,” where we risk getting overwhelmed and giving up.

So, when you’re learning something, keep in mind The Learning Zone. Step outside of what’s comfortable, but don’t expect too much of yourself or you may damage your focus and resolve.

One great way of making sure you don’t stray too far is by building “anchors.” This means connecting new things to what you already know. For example, if you want to improve presentation skills, make the presentation about a topic you’re already familiar with. These new skills will then slip into your comfort zone and you’re ready to learn something new again! 

Pain Points Podcast

There are few bigger jumps in your career than when you become a manager for the first time. What does it take to make the transition from competent worker to people manager? How do you cope with this new responsibility? Join the team for this week’s episode of Pain Points, where they share personal experiences and tips for getting it right.

Check your inbox for your personal link to the Pain Points podcast, sent every Tuesday to Mind Tools members. Then you can listen on your browser or subscribe in your favorite podcast app.  

News Roundup

This Week's Global Workplace Insights

The LinkedIn Ick

Your LinkedIn profile can be the key to securing your perfect job. But a recent article in Stylist magazine highlighted 10 common LinkedIn habits that can give employers the “ick” – and ruin your chances at landing that dream job.

Some of the LinkedIn don’ts include:

• Adding qualifications to your name.
• Adding anyone and everyone.
• Buzzwords (like “sales ninja” or “digital rockstar”).
• Inspirational quotes.
• Posting multiple times a day.

Things like oversharing personal information, posting selfies, and sending overly long messages when responding to others are also big no-nos.

The 10 don’ts are all responses from a survey by The Audit Lab on LinkedIn habits likely to turn off recruiters. The temptation to fall into these traps is high, especially when your career is on the line. But resist the urge. Instead, allow your online relationships to develop organically and let your profile speak for itself. That way you’ll avoid the risk of giving a recruiter the ick.

The Mind Tools team discuss this topic in our latest podcast episode, too. See what they have to say on the subject by listening to this week’s episode of Pain Points!

Learn more

Flow + Rest = Success

How do you get “in flow” at work? It’s the holy grail of productivity, sought for far and wide by procrastinators and unmotivated workers. A new study suggests the key is somewhat counterintuitive: take breaks. Specifically, “flow breaks.”

In a recent experiment, a group of employees at Exos spent a month trialling the flow break method. The results were impressive.

Test subjects were notified three times a day to have “goal-setting breaks” (where they wrote down their goals for the next hour and 20 minutes of work), as well as two or three standard 15-minute breaks (where they were encouraged to get out of their chairs and take a walk).

This intervention led to a quadrupling of reported engagement with work and a doubling of workers being able to get “in flow.” There were also notable improvements in heart rate and sleep. The findings suggest flow breaks reduce stress, decrease burnout, and improve work satisfaction.

Read more about the study at CNBC

For more information about the concept of being “in flow,” check out our article, The Flow Model, on the Mind Tools website.

See you next week for more member-exclusive content and insight from the Mind Tools team!