Discussion

By Brian Regan on Oct 22, 2009

Generalities have their pluses and minuses. However, a company is best served by having diversity in its employee base.

Younger workers are more adaptable to change and can be more readily molded to a particular companies style. Older people are generally more set in their ways, but have experience to help them make decisions.

Young people are less expensive (Very key now-a-days). Older people have more fixed costs such as homes, children etc.

Younger people are more apt to run in head strong and think they can change the world, while older people are wiser and more likely to think things out further and land a path with a higher chance of success.

Bottom line is that there are strength in having both types within an organization. There are exceptions to every rule and generalities are just that, general concepts of a group of people.

By Ralph Stoos on Oct 22, 2009

On my office wall is a plaque. It states two axioms. The first, and original, states "You learn something new everyday". The second, my update is You learn something new everyday, if you pay attention".

Having typed that, I have observed over my 30+ years in technology that it is passion for something that drives people. As a young engineer, I worked long and hard to make my "bones" and achieve. As I gathered my "collective moss" while rolling up hill, I learned what works and what doesn't by slamming my head against the wall a few times.

The formula that has worked since the Guild System was still around was experienced JourneyMan helped the apprentice learn. Imparting lessons of tried and true techniques and processes works.

One very important thing old farts like me need to learn is to never close your mind and assume that becuase that is the way it was always done is the only way.

That kind of thinking (or lack thereof) will get you railroad rails that are spaced as wide as two horses asses.

By Gordon Pritchard on Oct 22, 2009

I think that it is prejudicial to generalize about people's traits based on age - young or old. Ageism is discrimination plain and simple.

If you are hiring, you should be looking at the candidate's qualifications based on performance rather than projecting your prejudices based on their age.

By Eric Vessels on Oct 22, 2009

I read some negative feedback on the article via Twitter and was a bit puzzled. Having read it, I guess I focused on the larger point I think Myrna was trying to make which is that older workers are valuable and should be recognized for their benefits. I'm sure any perceived slight of younger workers was unintentional.

Reading it again I see why her "generally found" traits rubbed some the wrong way - especially those who are in the younger class of worker. I consider myself a "young worker", but at 40 I probably fit better into a "middle aged worker" class if one exists. :-(

I did on second reading scratch my head at older workers being more enthusiastic. The stereotype is probably opposite.

The takeaway that everyone is talking about including Adam in his original post is that using generalities is not the best way to advocate for older workers or younger workers. There are lazy young workers and lazy older workers. There are enthusiastic career starters and 60-somethings that blow you away with their energy and passion for what they do.

Great post. Given the feedback we received on this one this conversation needed to happen!

By Jeff Lazerus on Oct 23, 2009

Wow, Gordon Pritchard makes the most perfect comment here. Thanks for that, Gordon. Ageism is discrimination.

By JimD on Oct 23, 2009

Who would you rather have directing your offense, Brett Favre or a rookie?

Rookies do indeed bring energy, skills, and new perspectives to the game. Favre brings experience, leadership and game confidence.

Change is common in everything, but it must happen around the edges because there are so many stakeholders in the consequence of change.

Extending the example, a strong team cannot wait for a rookie to gain experience and must therefore hire experience. There is simply too much at risk.

On a more personal note, younger workers have always helped me "up my game" while I helped expose them to broader perspectives.

Don't we all need both?

By Kate Dunn on Oct 23, 2009

Older people can bring a wealth of experience and perspective that helps a company improve. They can also be dead weight who weren't "keepers" in their former companies. The same is true of people from all generations. The printing industry is in the midst of radical change. What is necessary is to bring people on board with both skill sets and characteristics that are needed to accomplish your objectives. Obviously talent is important - whether in sales, design, programming whatever, but also required is what in sports you call "coachability" - will this person accept guidance, listen to new ideas and use what they know to extend those ideas beyond what was given to them? Are they a continuous learner or are they satisfied that they "no it all"? Do they share their ideas or keep them to themselves afraid that others will belittle them or steal them? Or are they a sharer confident in the knowledge that their ideas will only get better when married to those of others?

By jason Bush on Oct 23, 2009

Again - i second jeff lazerus's post per Gordon's comment.

Young or old most companies will never realize the potential of either if they don't listen to the feedback of their workers - the people who could show more production if given the proper tools or were given a stronger voice in how workflows could be better organized and integrated to fit the companies actual realistic needs. The most productive employees are often the ones who have found good work-arounds in a broken sitiuation.

do i sound jaded and old - yes

am i productive?
absolutely - extremely

By Myrna Penny on Oct 23, 2009

Just as Eric Vessels suggested, the intention of our recent article “Forget Doing ‘More With Less’: Older Workers Help Companies Accomplish ‘More with More’” was indeed to encourage employers to recognize the value of older workers. Any perceived slight of the younger workforce was purely unintentional. Elsewhere, in fact, we have written at length about the benefits of hiring a balance of younger and older workers; for example, “How Age-Blended Workforces Yield “’Return on Experience’” at http://members.whattheythink.com/expertrow/printlink060612.cfm. And if our “Forget Doing ‘More With Less’” article was insufficiently emphatic on this point, we’d like to reiterate once again that this article was prompted not by generalities or any attempt at ageism but instead specifically by The Pew Research Centre’s September-2009 statistics showing that the number of older workers is increasing, and that they do in fact profess greater job satisfaction than their younger counterparts. Again, these statistics also show that younger workers are becoming more educated because they are staying in school longer—another reason for the increased accessibility of older workers to employers these days. In any case, thanks to everyone for your valuable feedback. We’re pleased to have provided the impetus for what Eric called a “conversation that needed to happen.”

By Chuck on Oct 25, 2009

I just finished watching Ben Roethlisberger whip Brett Favre this afternoon, so I'll let JimD draw his own conclusions from that. I guess I am also one of the people who misinterpreted the piece, I think it needed a bit of "editing for clarity".

Older workers certainly have a tremendous amount to offer employers, but are already offered some protections in the workplace today. I think most companies realize their value, especially here in the US. From reading some articles on the subject recently, I understand that Germans, for example, are more likely to lay off the older people first, the thought process being that they are both better able to take care of themselves, and more likely to find a new job relatively quickly due to their experience.

The larger challenge right now, in my view, is young people not being able to find jobs, and for those who are employed, not having good career paths. This appears to be something that could cause significant harm to our country, in the form of many workplace and societal issues for years to come.

By Kate Schaefer on Oct 26, 2009

I'm an oldie - 30+ years in a commercial print shop. Yes, I have the expertise and over the years I have always welcomed the youngsters coming in and showing me new things. I reciprocate by passing on my knowledge to them. We need each other to keep enthusiastic and innovative. I learn something new everyday and I hope that we continue to bring in the fresh, young minds and show them the ropes. Remember apprenticeships?

By Kyle Richardson on Oct 29, 2009

These generalities do apply to almost every industry, but printing is a very old industry. We, as a group, have a tough time recruiting young talent because printing is generally seen as an ancient technique, a fading marketing tool, and a less progressive industry. We need to focus on bringing in the young folks who bring with them their enthusiasm, technical aptitude, and forward-thinking. I think Consolidated Graphics has the right approach with their Leadership Development Program, which recruits students right out of college and exposes them to every aspect of the industry, from estimating to bindery.

By Kristina on Oct 30, 2009

No matter what the business, online printing company or other, all businesses can benefit from a varied work force. Older employees have the advantage of sound experience and knowledge that help a business to run. Younger employees have the advantage of bringing fresh new perspectives often straight from the classroom. For instance, a graphic design company can be made stronger if everyone has the attitude of learning from their coworkers: new design techniques can be implemented for fresh layouts, while experience plays a role in keeping the new techniques grounded.