Heneom HR’s Emma Clack provides some top tips for companies managing multigenerational workforces, which the manufacturing sector has plenty of.
The compulsory retirement age ended in 2011 … just as well if you’re hoping for a visit from Santa this year. He’s a great example of an older worker who continues to give energy and enthusiasm to his work.
It’s important that employers consider the issues involved with employing older people – the potential problems and the opportunities. As a starting point, what does “older” mean? Age is so subjective. After all, 50 is the new 30!
Workers aged 50 and older make up 33% of the UK workforce (10.9 million), with an employment rate of 72% – the highest since records began. (Rest Less, 2024) Ignore older workers at your peril!
An increasing number of businesses are proactively age-friendly employers. Inclusivity is an essential part of your organisation’s culture … and this includes adapting to a multigenerational workforce. Manufacturing is a great example, with an average employee age of 43 years and 31.6% of workers aged 50 – 64 years. (CIPD)
The advantages of an ageing workforce
The festive season is upon us … it’s the ideal time to remember the valuable contribution of older workers:
- Increased Retention
Older workers are less likely to change jobs, typically reporting higher job satisfaction than their younger colleagues. Santa faces the same challenges each year, yet he always delivers (literally) and keeps smiling!
Higher retention rates mean less recruitment time and costs. Just as well … we can’t replace Santa!
- Developed Skills
Santa’s workshop runs seamlessly with elves working tirelessly to meet requirements and deadlines. Where would we be if they learned toymaking skills from scratch each year? The pressure of the Christmas timeline is immense. An estimated 1.5 billion people celebrate Christmas worldwide. That’s a lot of deliveries!
A diverse workforce offers a creative, rounded approach to solving problems and making decisions. We’re convinced Santa uses Google Maps like the rest of us … but what if his signal fails? Reliable Rudolph saves Christmas by guiding the sleigh with his red nose. While technology is amazing, older workers have established skills we may need to rely upon, often at the last minute.
- Relevant Experience
Older elves often understand the processes involved, resolving issues along the way. Often, they have experienced similar issues in the past, helping them become resilient in potentially stressful work situations. The experienced elves are great as workshop mentors too!
- Better Decision Making
Research shows that decisions made and executed by diverse teams deliver 60% better results and inclusive teams make better business decisions 87% of the time. (Forbes) It makes sense to gain a wider perspective. The reindeer understand the travel plans while the elves know the quantity and weight of the presents. Involving different views ensures Santa’s deliveries on the big day are efficient and, most importantly, timely!
Managing an age-defying workforce
Let’s face it, most of Santa’s helpers have been working with him for many, many years. He needs to motivate the old guard alongside the new recruits to ensure his toy workshop runs as smoothly as possible with optimum productivity. What tips can we offer Santa for managing his age-diverse workforce?
- Encourage Communication
Each person is a unique individual responding to different communication styles and vocabulary. The elves processing the letters to Santa will know this year’s trendy toys, but is everyone in the workshop as knowledgeable? If the final deliveries are to meet customer expectations, every elf involved needs to understand “My 1st Record Player” through to streaming devices. There’s a lot to keep up with!
- Flexible Working
An older worker may be coping with health issues and/or caring responsibilities. Over half of workers have a long-term health condition by the time they are 60 years old. (CIPD) All employees have the legal right to request flexible working. 73% of manufacturing businesses offer flexible working in some form. This can involve their working hours, days, locations and start/finish times. Employers must deal with requests reasonably. Lighter hours in seasonal peaks may be tricky for some festive departments however some elves may be glad of additional hours.
- Career Advancement
24% of job seekers search for a new job as there is no room for growth or variety with their current employer. (Indeed) This affects workers of all ages. Career progression in the North Pole could involve opportunities throughout the Christmas process, from:
- making and wrapping toys, to
- preparing Santa for the big day (the red outfit … again?), and
- delivery logistics (including enough reindeer food … they need more than carrots to energise a whole night of sleigh-pulling!).
There’s so much involved with creating a successful, merry Christmas. Workers can think beyond line progression within their existing sections.
The legal requirement
Age is one of the discrimination characteristics covered by the Equality Act 2010. This legislation states says a person must not be discriminated against because they are (or are not) a certain age or in a certain age group.
Managing and promoting an age-inclusive workforce is increasingly important. Longer life expectancy combined with later retirement means four generations could be working together. Ensuring your recruitment and performance processes are appropriate and engaging for all ages enhances productivity and retention … and puts you on Santa’s “good” list this Christmas.
For no-nonsense HR advice and guidance, contact Emma Clack at Heneom HR. Email [email protected] or book in a free, no-obligation 30 minute call here: calendly.com/emma-heneomhr/30mins-introductory-call
To find out more about Heneom HR and what they do, visit www.heneomhr.com
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