Let’s face it. Many of us old farts will be working for the rest of our life. Looking for work gets more difficult when you get that grand title “Senior”. Discussions about the problem usually start with age discrimination. I say, bring it on. I want to work in a role where I can provide real value, and not where I am a token antique to fill a quota.
I have worked in my field for a long time and frankly, I’m pretty good at it. True, age has impacted my abilities, but in both positive and negative ways. I am ready to sit down with employers and tell them honestly where my skills have ebbed and what strengths time and experience have brought me.
Every person is different and we must be introspective. I would describe my own situation as follows. I am slower. My mind has added microseconds to my thought process which, for example, makes me less dynamic in fast-paced meetings. My memory is not as good as it used to be which I compensate for by taking more notes and systematically storing documents. My jokes are not as funny as they used to be.
But time has also given me a deep understanding of human beings, what motivates them, how they react, and what causes conflict or cooperation. I have solved my share of seemingly impossible problems and seen solution patterns that work, and some that fail miserably.In short, I still have value, but it comes in a different shape.
Employers are often looking to fit the people they hire into cookie-cutter roles that already work well in the machinery of their operations. It makes sense – why deviate from what is already working? But truly great teams are built from quirky groups of people with different and complementary talents. Every team member has a strength that compliments another’s weaknesses. Each brings a unique experience framework and point of view. This kind of team is harder to build because everyone is different, but the rewards are great. I propose that geezer wisdom is one of those added ingredients that can stimulate teams.
If you take my strengths – maybe I can be useful in big-picture design roles. Or throw me in front of big problems, I’ve probably solved a few like that.
It is true that age can, and eventually will reduce everyone’s value in the workplace. This is a fact that we must face. But even as we fade, there will be elements of past strengths that can still contribute, perhaps in a diminished role. In forming teams, we might consider how to take advantage of this. For myself, I know what is coming eventually and I will always lay it out for any employer considering me. When the time comes, I will welcome my promotion to Walmart Greeter and eventually the rocking chair on the back porch.
There is a common thought that old people are change adverse, and some are. But the generation that is getting old now has seen more change than most. We started our working life with telephones, paper, pencils, file cabinets, typewriters, and postage stamps. Now we sit in front of computers, rarely touch a piece of paper, and communicate instantaneously over the Internet. Perhaps the workforce that was the first wave of workplace digital transformation can help with the new challenges on the horizon.
People who have been around for a while tend to know what works and what doesn’t. Even if the context is different, they can recognize patterns from their past experience and contribute to new solutions. Hiring managers should look for these skills in more seasoned candidates.
I propose a partnership. Those of us who are aging should take a realistic inventory of what we can provide an employer and communicate honestly with employers. Past glories don’t count. I have a CIO award from a Fortune 500 company, but no way I could pound out the code like I did back then. It’s what I can do now. Employers in turn should consider on balance what this person can do to further the company’s objectives today. Age discrimination legislation is well intended and, no doubt, has righted injustices. But because of these laws, employment conversations can be difficult. We need to find a way to honestly share how companies and old people can help each other. I am sure these days there are companies that won’t interview old people and some elderly who will call a lawyer the moment they get turned down for a job. That is a toxic situation we need to remedy. Let’s just be honest with each other even if we have to talk in code. For example, I might say, “I’m not as good at X as I used to be but I’m better at Y now”. Ultimately, it’s what can I do for you and what can you do for me regardless of age or any other difference.
If hiring managers look closely, they will find some gems among the older generations. I have known 80 pluses who are as with it as the smartest Ivy League whiz kid. It is amazing how so many problems faced in the latest programming language, design concept, management fad, or development methodology has been around for a while and that gray haired guy or gal on the team will recognize it right away.