A University of Sydney report found the number of older workers in the Australian labour market has doubled since 1991, with the largest increase in workers aged 55-64. Research such as this reiterates worrying trends I regularly see in my work at OnTalent among those nearing retirement. While this demographic of workers feel they have so much more to give, they consistently appear to miss out on roles due to their age. Additionally, they are often stereotyped as technologically challenged and disinterested in training and personal development opportunities.
With the Australian workforce ageing and many people opting out of retirement – either by necessity or choice – it’s time for change. I speak from experience when I write that passion, purpose and possibility after 60 are attainable. No one will ever care more about your career and well-being than you do, so here are five key factors to remember as you embark on your next chapter.
Nothing can replace years of hands-on learning and experience. Critical thinking and depth of knowledge cannot be taught; they are built throughout a lifetime. Once you reach a particular point in your career, there isn’t much you haven’t seen or experienced, which is invaluable, particularly during times of uncertainty. I understand that feeling undervalued can knock your confidence, but you must acknowledge what you bring to the table that others can’t.
Advocating for yourself throughout your career never ends. If you’re getting overlooked for training and personal development opportunities, speak up. If people assume you aren’t technologically savvy when you are, be clear about your abilities. Equally, if you need help navigating technology, don’t hesitate to ask for help. Skills can be taught and the reality is that older generations didn’t grow up with smartphones and the internet from a young age. You must ask for what you need and want in the workplace rather than assuming leaders should know or be proactive.
I always think of mentoring as a two-way street. We all have our strengths, and I’ve mentored younger people who have taught me skills along the way. If you’ve been in the workforce long enough, you’ve likely acquired wisdom and expertise that you can share. I often see mature workers becoming mentors organically as they don’t typically view newcomers as a threat and see people as younger versions of themselves. Know that you have much to contribute and be generous with your knowledge.
Experienced employees skilled at relationship building and management typically have networks that newcomers don’t. Do not underestimate the value of reaching out to quality, trusted contacts. Yes, sometimes this involves putting our pride aside, but flip the situation around: if a contact you valued needed your assistance, would you offer a helping hand? Most would. If you’re not getting what you need from your current work environment, explore your options and make informed choices going forward.
We are unique. Know what you want from your career and be open to whatever surfaces. Perhaps you’re keen to gradually reduce your work hours, or maybe retirement isn’t even on your radar. Age means nothing and you’re allowed to change your mind as your needs change. We know people are working for longer and there is no one-size-fits-all approach.
Life transitions can be overwhelming, but they can also be full of possibility. Perspective matters. Regardless of the outside noise, there is a place for you in the modern workforce if you want to continue working and contributing.
Deborah Wilson is a Thought Leader and a Career/Leadership Strategist at OnTalent. She takes a personalised approach to strategic career coaching and transitions, mentoring and leadership development. Deborah provides expert guidance for individuals while supporting organisations through change and connecting people and purpose. ontalent.com.au