How are you incorporating older workers into your strategic workforce plan? This is a HUGE opportunity and, unfortunately, I don’t see enough companies embracing this largely untapped resource.

I’ve been talking about this since the late ’90s, and now here is some research to prove it.

In yesterday’s post (view here), I mentioned that post-Covid workplace trends are often counter-intuitive – and that the reality of the trend often contradicts widely held beliefs.

I was really pleased to see an article in The Australian Financial Review last week (link below) about the efficacy of older workers.

According to the article, research shows that age-related cognitive decline is not significant until around 70, and most people in their 60s only experience slight impairments that are offset by their experience and established skills.

Older workers perform equally as well as their younger counterparts, and there is no consistent evidence to suggest that they are less productive.

I have personal experience with this. My clients almost always comment on my energy level when I’m onstage, facilitating a group, or working on a consulting project.

And I’m a tad over 30! LOL

And now, many older workers who opted for early retirement are wanting to come back into the workforce.

When facing a talent shortage as large as the one we are facing can we really afford to overlook this untapped resource anymore?

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