Written by: Sandy Kumaran
Having a mix of age groups in the current workplace be it in-office or as a hybrid arrangement is seen as a huge benefit to several organisations. Companies that tap into the strengths of both younger and older employees can create great mentorship opportunities and the sharing of valuable knowledge. This helps make the business more resilient and adaptable, benefitting from continuity and stability.
Business Insight Which Improves Business Resilience
Experienced employees possess a wealth of knowledge and insights accumulated over years of navigating the intricacies of the business. Their understanding of industry nuances, historical context, and operational strategies provides invaluable insights that newer employees may not have had the opportunity to acquire. This deep-seated knowledge contributes to the overall resilience of the business, as it helps the organization anticipate and respond to challenges with informed strategies. The ability to tap into this reservoir of experience enables businesses to remain competitive and innovative.
UOB has implemented a flexible work program that allows retired employees to return to work. This initiative not only helps retain the knowledge and experience of older employees but also facilitates knowledge transfer to younger colleagues.. This program has also proven beneficial in bridging the skills gap between generations.
Mentorship and Hands-On Guidance
Age-diverse employees often take on mentorship roles, guiding less experienced colleagues through practical, hands-on learning experiences. This mentorship is particularly beneficial in industries where tacit knowledge—skills and experiences that are difficult to articulate but crucial to job performance—plays a significant role. Through one-on-one coaching, job shadowing, and real-time feedback, seasoned employees can impart critical skills and knowledge to their peers.
In an interview with CNA , Mr R. Kapur, Head of Zoom (APAC) says he has found mentorship to be crucial in his professional development. Early mentors provided guidance on self-confidence and team-building - key skills for his roles in leading companies.
Development of Soft-Skills & Face-to-Face Communication
In a world increasingly dominated by digital communication, the soft skills of interpersonal interaction and effective communication are more valuable than ever. Age-diverse employees, who have honed these skills over decades, can play a key role in imparting them to younger employees. Through their mentorship, they can help others develop the ability to navigate complex social dynamics, resolve conflicts, and build strong, collaborative relationships within the workplace.
In Singapore, the Timbre Group's 7-year old ongoing engagement program focuses on imparting life skills and sharing first-hand experience of working in the service industry. This initiative has had a very positive impact on the younger generation of employees.
Navigate Unfamiliar Territory
The ability to navigate uncertainty and adapt to unexpected challenges is a hallmark of seasoned professionals. Their experience in dealing with past crises or unforeseen obstacles equips them with a unique perspective that can be invaluable in guiding their colleagues through similar situations. By sharing their experiences and strategies for overcoming adversity, these employees can help their teams remain calm and focused when faced with uncertainty. This guidance ensures that the organization is better prepared to handle challenges, minimizing disruption and maintaining productivity.
The integration of age-diverse employees within an organization is not just a matter of inclusivity—it is a strategic advantage. Through mentorship and knowledge transfer, experienced employees contribute to the development of a resilient, adaptable, and skilled workforce. Embracing age diversity is, therefore, not just a cultural imperative but a business necessity.
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