Why Upskilling Middle Age Employees Can Boost Your Business

In the movie The Intern, retiree Ben applies for a job at an e-commerce company to find his sense of purpose again. “I still have music in me. Positive about that,” Ben says in his application.

Although Ben is fictional, many people are like him in real life – they still “have the music” in them and have a lot of contributions to offer any company. More senior employees like Ben are hardworking, loyal and knowledgeable. An employer should look into upgrading the skills of older employees, supporting them and strengthening their workforce further.

This tip feels particularly important in a country like Singapore, where the labour force comprises more and more people from the older generation. According to the Ministry of Manpower (MoM), around one in four resident workers is 55 and older as of 2020. Quality healthcare and living conditions have led to an average life expectancy of 83.6 years, one of the highest in the world.

The MoM projects that, eventually, the number of “prime-working age adults” will not be sufficient to offset the number of older people retiring, resulting in a decline in the labour supply. The MoM encourages companies to present more working opportunities to older workers to address the strain on the labour supply.

The older generation of workers includes those in the age range of 40 to 65. They usually support their own families and often find themselves having to balance family and job commitments simultaneously. They have been working for quite a while, and many of them would like to continue working as they grow old.

A study found that three in four older workers in Singapore don’t intend to retire before 65 because they like having a sense of purpose, staying active, and maintaining social connections, among others. However, ageism in the workforce, even in an ageing population like Singapore’s, can be quite challenging to overcome. In various countries, hiring managers still view workers aged 45 and up as weaker than their younger counterparts, and many prefer hiring people who are more adept at using technology.

The Harvard Business Review writes that the retirement industry promotes the myth that people over a certain age should retire, which is not the case for everyone. Older people can keep thriving in the workplace, and some can even be more successful in the workplace because of the maturity they’ve gained through the years.

Multigenerational workforces can drive success. Diverse workplaces, including those with employees of different ages, have been proven to be more successful than others. According to McKinsey, companies with a diverse workforce are 35% more likely to experience greater financial returns. With the varied perspectives that come with having a diverse workforce, there is more room for creativity and innovation, which helps improve problem-solving skills. Two heads are better than one, after all. With more voices in play, your team can generate more ideas to help address an issue. 

Older employees are known to be loyal workers.  At this point in their lives, older workers have figured out what they want in life, and once they have found it, will tend to stay focused on doing their job well instead of looking for other opportunities. Middle-aged and older workers also think more about non-salary compensation versus their younger counterparts, such as retirement and healthcare benefits. Treat them well and support their needs, and they will continue being part of your company.

Older employees manage themselves better. Because they’ve been in the workforce for longer, older employees need less supervision than younger employees. They are also self-sufficient and able to manage themselves better in the workplace. They also make terrific leaders because they can help manage colleagues and impart their knowledge to others.

Companies with age diversity can support a wider variety of customers. If you have an age-diverse team, the chances of being able to relate to different demographics are higher. Insights from employees who have been through what your customers have been through are very helpful and can improve your company’s plans of capturing a specific market.

Having older people in the workplace can help combat ageism. According to ADP’s Global Workforce View 2020 report, one in five Singaporeans (17%) experience age discrimination in the workplace, higher than the regional average of 12%. Employers must care for all of their employees, including their older workers. By enforcing multigenerational teams, employers can affirm the importance of having senior people in the workplace and educate the rest of the company on why everyone has a place in the organisation.

Invest to upskill or reskill your older employees. Learning is a lifelong journey. So, you should offer upskilling and reskilling to older employees, built from a learning framework adapted to their unique needs, motivations and preferences, among others. The Singapore government has initiatives that can help older workers to continue their learning journey, such as:

• SkillsFuture Mid-Career Support Package – Supports mid-career individuals in acquiring industry-relevant skills to improve employability

• SkillsFuture mid-career enhanced subsidy – Subsidies of up to 90% of course fees for Singaporeans aged 40 years old and above

Roll out new technologies to support older employees. While older people are stereotyped as technologically inept, some technologies can help them work better and smarter. AI and machine learning, for example, can work on repetitive tasks so that older employees can spend more time on creative, meaningful tasks. Internet of Things devices can help facilitate knowledge sharing between colleagues, enabling older employees to mentor their younger colleagues through tech and vice versa.  

Create workplaces that let older workers easily integrate with their environment.  Empower your senior employees by creating a workplace that lets them work safely and efficiently. Apart from upskilling and reskilling initiatives, companies should look into making workplaces physically safer and providing healthcare benefits that are tailored to the needs of older employees. Eliminating workplace ageism can also go a long way in making your workforce feel safe and empowered. Encourage interaction among staff of all ages, encouraging knowledge sharing between co-workers to strengthen working relationships.

Support flexible working setups.  Flexible working is here to stay for everyone, including your older employees. By giving them the flexibility to choose when to work and where, older employees will feel that they are valued in the workplace. They can also have a better work-life balance, which will make them worry less and focus on work more.  

Hire age positively.  The UK’s Centre for Ageing Better recommends minimizing age bias in recruitment to help attract older applicants. Suggestions include using images and language that are age-neutral and inclusive in job descriptions, employing blind application and shortlisting stages and using structured panel interviews or assessments. It’s best to focus on transferable skills and experience instead of using buzzwords and internal jargon that may put off potential applicants.

There are many benefits to hiring and keeping older people in your workforce. By designing a workplace conducive to their career development and growth, your organisation will reap the rewards of having a diverse and inclusive culture.

Take care of your employees, whether their fresh grads to seniors in life. Find the most suitable candidates regardless of their age on Talent Search. Then, find out more about the latest hiring trends by visiting the Employer Insights page.