At work do you ever feel especially old when teams or committees neglect to include veteran employees? Do you occasionally see younger colleagues roll their eyes or flaunt up-to-the-minute technology skills when an older colleague makes a suggestion or comment? Does this situation make you think defensively, sometimes making jokes about your senior moments or aging? We’ve all been there!
I’ve noticed that when a few people in their late fifties get together and talk about their jobs, it is not uncommon for them to mention how workplace environments, while building leadership skills in younger workers, forget emphasize how older employees continue to have much to share.
Read a June 2011 article, Why Multi-Generational Teams Are Best, over at bNet, the CBS Interactive Business Network, and feel much better about your age and the contributions that you make at work.
Two broad reasons that a variety of age groups work together well and produce better results are:
- Every generation has its blind spots so the different ages and perspective help to avoid problems and compensate for them.
- Each generation can shine based on individuals’ experience.
As Our Parents Age So Do We 
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Reblogged this on As Our Parents Age and commented:
I keep hearing about really knowledgeable and skilled people in their 50s and 60s who are searching for jobs and not getting them. As I chat with them at different times and in different places, each has a sense that age plays a role in not getting at least some of the jobs they seek.
I am reblogging a popular post from a few years ago about multi-age work teams.
Ageism in hiring practices is a terrible mistake, not just because it’s wrong, but because it weakens workplace. Multi-age teams produce better products and services and while research keeps confirming this employers are slow to catch on.
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