With life expectancy growing, and the retirement ages being
increased... it’s time for owners and the like to reconsider the 50-55+ age
bracket as being 'too old' ! I believe most senior management is at their peak
in this age bracket and the wealth of experience we have, can only enhance any property!
There are very few countries that will also accept seasoned GM's over 55, as
their policies prevent employers hiring. It’s time for many to rethink and
reconsider !!!
As many
organizations continue to struggle with leadership at many levels, so-called
leaders do lack courage to do what is right. They stick to the status quo and
refuse to change. Avoiding hiring of seasoned professionals because of age,
salary requirements or benefit compensation simply shows lack of character.
The
good news, as I prefer to believe is that leadership is changing. Slow as it
may be. While it is in my opinion, important for leadership to allow today’s'
youth an opportunity and seat at the table, there is also a need to exhibit
innovation in the recruitment process. Organizations that want to prosper must
exhibit courage, leaders should hire likeminded individuals ready to jump-in
and take the organization to new heights. These are the experienced, managers
who have been there and experienced all aspects of the industry. While its
important to train people to think like CEO's, why not hire those comfortable
with a P&L or balance sheet. Growth might happen sooner and profitability
accelerated. Organizations can grow quicker by taking advatage of weaker competition,
when they have experience working for them. Unfortunately, I see a slow
recovery in good paying positions, as leaders struggle to identify what the
future holds. I 'm bullish on the future and planning for the business of
tomorrow, hopefully more leaders will accept change.
There is an
obvious age bias, so what do YOU do to diffuse it.
Dye the Grey, get updated with technology, and out-produce the youngish. I was told by a dear friend that I need to be the 40-something in the employer's eyes.
Dye the Grey, get updated with technology, and out-produce the youngish. I was told by a dear friend that I need to be the 40-something in the employer's eyes.
For some
employers even 40+ is too old, let alone 50+. By employers, I mean their HR and
sometimes the management and HR don't even see it eye to eye with regard to employees'
age.
That is why
I've been a "consultant" for the last few years. And even then it's
tough to convince some clients older than me and in my own age group to hire
me, even though I have great connections and experience that could help them
avoid the obvious mistakes and pitfalls I know they will probably make with a young
inexperienced kid.
Young and
inexperienced employees are cheaper and more manageable. Employers also think
they can treat them as they wish, often disrespectfully. With older employees
they have to be more careful and It's harder for them as they can't boss them
around. If they respected each of their employees, age would no longer be such
an issue.
HR departments also believe that people of the age group 50+ can't use more advanced and sophisticated applications, and also they are not fit enough to work long hours.
You might be at least considered for highly specialized managerial positions, though.
Most of what
employers think about older employees is untrue by the statistical facts.
They only seek something for the next 10 to 15 years, but how long will the young in commit as they seek advancement and increased experienced?
They only seek something for the next 10 to 15 years, but how long will the young in commit as they seek advancement and increased experienced?
If turned 40 you
stop being eligible for a new job. I've soon noticed that I don't stand a
chance with big HR departments of big companies, so I started looking
elsewhere.
HR departments
don't see it this way. And if you are 50+ and a woman, you are doomed. Very
discriminatory!
Some big companies have finally started seeing teams of people of various age groups as a big plus, as they have experienced employees training and guide the young ones, who dare to take risks and are full of energy; but they need someone to guard them and steer them through rough waters.
Some big companies have finally started seeing teams of people of various age groups as a big plus, as they have experienced employees training and guide the young ones, who dare to take risks and are full of energy; but they need someone to guard them and steer them through rough waters.
There is a lot
to given reasons as to why seasoned hoteliers (male or female) are
discriminated against. But what I see and experience is the ego factor that 45
year olds in senior roles are uncomfortable with experienced hoteliers with the
young and competency level that is beyond theirs.
It takes a boss with self confidence and understanding as to overcome the management weaknesses that are currently in play today. Most of the decisions processes are influenced by HR Directors who have learnt their skills by working the regulations but have no understanding of management skills except what they have learnt in theory!
It takes a boss with self confidence and understanding as to overcome the management weaknesses that are currently in play today. Most of the decisions processes are influenced by HR Directors who have learnt their skills by working the regulations but have no understanding of management skills except what they have learnt in theory!
