Are ‘Mature Workers’ Good for Business?

I have read many articles lately about hiring older people or inviting retirees back into the workplace. There seems to be a real debate about the value of older workers. As we know, hiring for most of us continues to be an issue.

One of the new buzzwords is “mature workers.” Government agencies and groups consider mature workers to be over 50, according to an article I read in the Harvard Business Journal titled “The Case for Hiring Older Workers.” This seems young as someone who once retired and returned to work.

As our population ages, encouraging mature workers to stay or re-enter the workforce makes sense. Work can keep you young and your mind active. You may need to be creative with your business practices to accomplish this.

The article’s authors state that “people aged 60 and over are projected to outnumber children under the age of five within the next year, and by 2025 we expect 25% of workers in the U.S. and the UK to be over the age of 55.”

The authors asked the question as part of their research that dives into whether age is a competitive advantage or a competitive disadvantage. The answer probably won’t surprise you. The research found that over two-thirds of the companies considered older age a competitive disadvantage. In fact, Mark Zuckerberg publicly stated in 2007 that “younger people are just smarter.” We also have an entire media and publishing industry that glorifies youth.

However, the scientific evidence shows differently.

“For most people, raw mental horsepower declines after the age of 30, but knowledge and expertise—the main predictors of job performance—keep increasing,” the authors write. “There is also ample evidence to assume that traits like drive and curiosity are catalysts for new skill acquisition, even during late adulthood. When it comes to learning new things, there is just no age limit, and the more intellectually engaged people remain when they are older, the more they will contribute to the labor market.”

As our population ages, encouraging mature workers to stay or re-enter the workforce makes sense. I know from experience that work can keep you young and your mind active. You may need to be creative with your business practices to accomplish this.

Offering a smaller workload or shorter work weeks may help. Adding an older worker as a mentor for entry-level trainees can improve productivity quickly. After all, you can never have enough knowledge and expertise in your business.

The authors conclude the article by stating companies must hire older workers and give them meaningful jobs. Hiring good people is good for business. In my case, staying active is also good for my health.