April 30, 2015
The over fifties feel disregarded and under-appreciated at work, with a quarter considering looking for a new job in the next two years. That’s according to new data by AXA PPP Healthcare which looked at the experiences of the over 50s – many of which, since the phasing out of the default retirement age, aim to work on as long as they can. In fact, the research found that 15 per cent plan to work into their seventies and beyond. However, nearly a third of the over fifties (30 per cent) surveyed, said they didn’t feel they had a career path, compared with 13 per cent of those under fifty. Only one in six over fifties felt their line manager supported them and nearly half (49 per cent) of this group reported to a younger line manager.
Furthermore, whilst the same proportion, 50 per cent, of employees either side of fifty reported having had a one-to-one meeting with their line manager in the past six months, only 15 per cent of the older workers had discussed their career with their line manager, compared with twice the number (29 per cent) of those under fifty.
A third (33 per cent) of the under fifties viewed their career as ‘progressing’, compared with 12 per cent of respondents aged over fifty. Indeed, 23 per cent of over fifties believe their career path is winding down. All of this leaves one in four of the over fifties considering looking for a new job in the next two years.
James Freeston, sales and marketing director at AXA PPP healthcare said: “It’s crucial for employers to have positive, constructive career discussions with all employees. Our research suggests that this is dropping-off for the over fifty age group and, as such, employers risk leaving this important segment of their workforce feeling under-appreciated and marginalised.
“By maintaining a positive relationship with older workers, not only are employers more likely to keep them fully engaged in their roles, they can make the most of their experience and knowledge – ensuring they remain valued, motivated and productive throughout their working lives.”
“Older workers’ loyalty and experience can be an invaluable asset that employers can harness to the benefit of the whole business. Bringing older and younger workers together through the likes of mentoring programmes, for example, can promote knowledge-sharing across the ages,” he continued.
“By taking positive steps now to engage the UK’s ageing workforce, businesses will be better placed as they move into the future.”