solving the talent crisis with young and old working together
The young need to work alongside the old to solve our talent crisis (image: Copilot Designer)

Bridging the talent crisis: a multi-generational approach

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This article is part of our Opinions section.

The talent crisis is often positioned as a challenge for the younger generation to solve. However, with almost one million British people now working past their 65th birthday, this can seriously overlook the valuable contributions that individuals of all ages can make. The idea that only young people can drive innovation and fill talent gaps is not only limiting but also dismissive of the wealth of experience and knowledge that older members of the workforce bring to the table. Business owners and HR teams alike should consider how all demographics can work together to plug the talent shortage.

The overlooked talent pool

One of the most significant issues in the current talent crisis is the tendency to overlook experienced professionals who leave the industry. Many organisations are quick to dismiss older talent, assuming that they are less adaptable or technologically savvy. This assumption is not only ageist but also damaging to the organisation itself. Experienced professionals possess a deep understanding of industry nuances, have honed their problem-solving skills over decades, and often bring a level of emotional intelligence that is invaluable in team settings. There are often more valuable attributes a team member can hold, than purely understanding the latest tech.

Reverse mentoring – a two-way street

Reverse mentoring is an innovative approach that can help bridge the gap between different generations in the workplace. Traditionally, mentoring has been a top-down process where older, more experienced employees guide younger ones. Reverse mentoring flips this concept on its head, allowing younger employees to share their knowledge of new technologies, social media and current trends with their older counterparts. This exchange not only helps older employees stay relevant but also fosters a culture of mutual respect and continuous learning.

Investments in reskilling and upskilling

With the older workforce already possessing valuable skills, if an organisation can look at investing in upskilling and/or reskilling in areas such as technology, they will surely become the best of both worlds; experienced professionals that have the ability to move with the future of the business. The greatest asset of all, I am sure you would agree. This not only means those who are not ready to retire feel happy and secure in their roles, but the business avoids being left with a talent gap to fill. 

Enjoying work in later life

The idea that work is something to be endured until retirement is an outdated concept. Many people find immense satisfaction and purpose in their careers, even later in life. The notion that retirement is the ultimate goal can be limiting and fails to recognise the fulfilment that many derive from their professional lives. In the UK today, the 65+ group of workers is the one with the second largest increase, after the 3.1 million workers in the 50-64 bracket, proving that the older workforce is still incredibly valuable. Encouraging a culture where enjoying work at any age is celebrated can help retain valuable talent and reduce the stigma associated with older employees.

HR – ignore age, look for experience

Organisations must reassess their hiring practices and recognise the value that experienced professionals bring. A first step would be to remove dates from CVs altogether, creating an even playing field where experience, rather than youth, is the key factor. This would remove stigmas not only surrounding age but also with things like career breaks, maternity leave or sabbaticals. 

Top 3 benefits of a multi-generational workforce:

  1. Diverse perspectives – A workforce that includes individuals from various age groups brings a range of perspectives, leading to a broader pool of creativity and a more inclusive work environment
  2. Employee retention – By valuing employees of all ages, organisations can improve job satisfaction and retention rates. Employees who feel respected and valued are more likely to stay with a company long term
  3. Enhanced problem solving – Different generations approach problems differently. A multi-generational team can consider these diverse approaches to find more effective solutions

The talent crisis is not a young person’s game; it is a challenge that requires the collective effort of all demographics. The future of the workplace is multi-generational, and it is time we start acting like it.

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Adelle Desouza
Adelle Desouza

Adelle Desouza is the Founder of HireHigher, an organization dedicated to helping students better navigate their career paths. She has contributed to TechFinitive under its Opinions section.

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