The Fountain of Wisdom

Posted Wednesday, January 8th, 2014| Comments (6) rule
Companies need look no further than their own employees to solve the problems of an aging workforce
Jeffrey Beeson & Patricia Munro's photos
Jeffrey Beeson
Board Member, World Café Europe
Patricia Munro
Board Member, World Café Europe

Pushed by the aging of the workforce, businesses are scrambling to find consultants to help them restructure and find innovative ways to make the most of the assets of their older employees. However, a project conducted last year in six cities (Bilbao, Bologna, Bonn, London, Prague, and Strasbourg) demonstrated the surprising truth that businesses already have the answers. To discover them, they just need to tap into the collective wisdom of their own staff.

The European Voices for Active Ageing (EVAA) project was an initiative funded by the European Union’s Europe for Citizens program. The project was led by World Café Europe—a nonprofit organization that specializes in dialogues engaging as few as 50 and as many as 1,000 people. During these dialogues, everyone participates. The EVAA project was designed to give adults in later life a voice about issues that matter to them today. In each city a different topic was discussed. In Bologna, the topic was “Work after 50.”

Wisdom of the ages

Ninety adults participated in the Bologna dialogue. Of this group, 71 percent were white- and blue-collar workers between the ages of 50 and 70; 16 percent were white- and blue-collar workers younger than 50; and the remaining 13 percent were retired workers over the age of 70. The purpose of the Bologna dialogue was to explore what change is necessary in today’s workplace in order to unleash the talent and potential of an aging workforce.

The dialogue’s results were remarkable. In four hours, the participants pinpointed nine key issues: knowledge transfer, lifelong learning, new challenges for workers over 50, intergenerational issues, new work structures, an age-friendly organizational culture, the attitudes both of older and younger workers, ageism in the workplace, and opportunities for government legislation to promote workplaces free of age-bias.

The participants made specific suggestions of ways businesses should respond to each of these issues. For example, the participants concluded that businesses needed to encourage older workers to reconsider some of their own negative attitudes, such as “too old to learn,” “resistance to change,” and “unwillingness to share.” They also strongly advocated a gradual retirement process enriched by a cross-generational program of courses, coaching, and mentoring on retirement planning. Mandatory retirement would be abolished. In another inspired moment, they came up with seven ways in which employees over 50 could heighten their engagement in their work: for example, within companies as communicators of organizational knowledge and, in paid early retirement, as consultants or contributors of socially useful work. (For an overview of the Bologna dialogue, click here.)

Willingness to act

EVAA was conceived as a dialogue by older adults for older adults. In preparation, facilitators over the age of 50 were coached and mentored to lead the conversation. Bologna had two facilitators: a union worker and a university professor.
At the end of the session, the participants were asked to fill out an evaluation sheet. One question asked them to rate their level of personal motivation as a result of the dialogue. An overwhelming majority—89 percent—said they were motivated to continue their engagement with the issues involved in “Work after 50.” Of this group, 25 percent said they were “extremely motivated” to continue their engagement. (For detailed recommendations and evaluation results, click here.)

All of these results point to an interesting question: What if businesses were willing to engage their employees in a highly participatory way about issues that matter to them and to their company? What happened in Bologna suggests that they would find a fountain of wisdom waiting to be discovered. As a bonus, companies would also identify “extremely motivated” employees who are eager to become part of the solution.

6 responses to “The Fountain of Wisdom”

  1. Ron says:

    So glad to see this information about using 50 and over folks and using them for other opportunists that a company my have.

    With the way the job markets are changing company’s are needing positions in higher tech areas that folks over 50 + may not have current skills for.

    However when a company offers opportunities in these new higher tech areas it makes sense to use existing staff that have proven there loyalty and reliability as someone you can trust.

    If you supply the training for the new position they will again prove they are a better investment than hiring off the streets.

    We senior want to learn new higher tech skills…Give us a try…You already know you can trust us and we want to work not just get a pay check…

  2. Jan Hively says:

    It’s clear from this article that open dialogue such as the World Cafe process not only stimulates discussion and recommendations, but also the energy needed for broad participation in follow-up action planning.
    The EVAA process is applicable at any scale.

  3. Rachel Voigt says:

    It’s great to see that others are motivating them to stay working instead of retiring right away.

  4. Katie says:

    I think this is a great thing to do. Hearing the voices of others and not just a management decision. Moving people up on the ladder that already work for you is probably a better decision than hiring off the street. Besides the current employers have already proven themselves to the company and will probably accept the training for the new job, whether younger or older. Why not give older adults the chance, they deserve it just as much.

  5. SummerRose Lorenz says:

    The fact that projects are in place to find ways to help the aging workforce is awesome. Older adults need to be employed as much as anyone else. I think it’s a great idea to get the perspectives of older adults on this issue. It was obviously helpful as they were able to pinpoint nine key issues. I think the more projects and studied done on this will bring about more solutions and ultimately help us progress to a better workforce.

  6. Joanna Carlson says:

    I think it is a good thing that the companies are looking into how to create jobs for the older adults. I also think that they are motivated because they want jobs and to help create jobs for people their age knowing that it can be hard to get that position that someone younger they can pay less and get more work out of them is also applying for.