| Optimal Agers ‘Third Season’ Workers As baby boomers begin to retire over the next decade, companies will find fewer younger workers in the 24-44 age group to step into their shoes. However, few organizations are aware of the coming problem. A recent survey shows that only one CEO in nine recognizes that a major management challenge in the new millennium will be the shortage of younger men and women to replace the aging boomers One obvious way to fill the projected void is to encourage older workers to stay on, according to Douglas H. Powell, a psychologist at Harvard University Health Services. “my research in cognitive aging shows that a substantial proportion of men and women in their ‘third season’—that is, about 55 to 72—scored as well as or better than those in the prime of life,” say Powell. “I call these intellectually vigorous individuals optimum agers.” The problem is that most optimal agers in the American workforce are not being given the opportunity to utilize their knowledge and skills. Even though much has been written about the advantages of phased retirement, part-time work, contract work and job-sharing to retain older workers, fewer than one in ten companies has implemented any of these innovative policies. Powell reports that companies will need to take the primary responsibility for helping older executives make decisions about their working futures. He recommends that an individual’s preferences be addressed early on, shortly after his or her 50th birthday.” Career-strategy workshops can help senior employees sort themselves into one of three groups: those who want to stay on full-time, those who want to continue working on an alternative schedule, and those for whom retirement is the best choice.” Companies need to retain a portion of the aging baby boomers in the organization. To accomplish that goal, the organization will need to assist the worker with his or her career development plans. Otherwise, a strong likelihood exists that workers edging into the third season of life will see no role for themselves in the years ahead. According to Powell, “This puts employees at risk for becoming disengaged, disenchanted, and de-energized just at the time the organization will need their contributions.” Source: “Older Workers Will Be In Demand In the Next Millennium,” August 27, 1998 Press Release, Conference Board Web Site www.conference-board.org. Are You Building Career Resiliency? Life Planning in the Workplace
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