The study, The Silver Revolution, concludes that employers need to put as much investment and energy into hiring and engaging older workers as they do graduates.
Based around five broad motivation types, the report shows clear differences between what energises older workers and their younger colleagues. The report suggests for instance that money is far less critical to motivating woman than men. However, for both, money becomes more important in late career - presumably as the reality of retirement in a world where final salary pensions are the exception, hits home. Other general trends that emerge among employees over 55 include:
·They want the chance to shape their job and "do it my way". As a result they are less motivated by roles and cultures that impose a "one way, right way" headset.
· They are no more likely to resist change than their younger colleagues. However they are more sensitive to the human impact of change: for example, if colleagues are made redundant, how it is done and how survivors are then treated will matter disproportionately to them.
· They are driven to do their job very well, taking pride in what they do.
· Their "psychological contract" is more likely to be with team than company - highlighting the importance of local management capability.
The research was done by Vision Critical who interviewed over 1,000 people for the master study, Riding the Career Carousel, which Chiumento published in February. Ian Gooden, the author, then produced this further report based on the responses of 190 respondents over 55, a statistically reliable proportion of the whole.
