James Connell | Age-Friendly Rhode Island executive director
Want a competitive advantage? Recruit and retain a multigenerational workforce! Bring together individuals of all ages and backgrounds, respect the breadth of experience and knowledge each generation and employee offers and encourage engagement, collaboration and a learning environment.
Gen Z and millennial workers can support baby boomer and older workers who generally need a hand with all things technological. The younger adult workers can bring their newer perspective and fresh ideas to the table, while older workers can add a seasoned, measured approached to decision-making, as well as finely honed executive skills to project management. This marriage leads to increased productivity, new approaches to problem-solving and a more-energized workplace in which all feel valued.
Avoid the pitfalls of ageism. Don’t limit recruitment to one age group, and don’t make the mistake of viewing older adults as out of touch or unable to thrive in today’s workplace.
Some really do understand technology! If you recruit from a single generation, you will encounter a shrinking pool of candidates as Rhode Islanders age. By the end of this decade, nearly 1 in 3 of us will be 65 or older. Fortunately for Rhode Island employers, many older adults seek to stay in the workforce and stay active, engaged and valued, a win-win that benefits employers in need of reliable, loyal and time-tested workers.
Lead by seeking out talent through an age-blind lens and then foster cooperation and cultivate cross-generational skills and talent.
Age-blind hiring will positively impact both your employees’ job satisfaction and morale, as well as your company’s bottom line or nonprofit mission.
