Workers wanted - how the 50-plus age group can alleviate the shortage of skilled workers

Demographic change poses major challenges for many companies, especially when it comes to overcoming the shortage of skilled workers. However, an often overlooked solution lies in the 50-plus age group, which offers enormous potential to alleviate this shortage. Older workers not only bring valuable experience and expertise, but also a strong work ethic and loyalty. Integrating this age group into the workforce can bring both short-term and long-term benefits.

The advantages of older workers

Older employees have a wide range of skills and experience that they have acquired over the course of their career. They often have extensive industry knowledge and a deep understanding of work processes and customer needs. This expertise can be invaluable, especially in times of skills shortages.

In addition, studies show that older employees generally have a high work ethic and loyalty to their employer. They are often more motivated and reliable than younger colleagues and contribute to stability and continuity within the company. These characteristics can help to reduce turnover and create a stable, productive working environment.

Strategies for the integration of 50-plus workers

In order to effectively integrate the 50-plus age group into the workforce and alleviate the shortage of skilled workers, companies should consider various strategies:

1. Flexible working models: Flexible working hours, part-time models and home office options can help to meet the needs of older employees and keep them in work for longer.
2. Targeted further training: Continuous education and training are crucial to keep older employees up to date with the latest technology and working methods. This increases their employability and boosts their self-confidence.
3. Health promotion: Health promotion programs and ergonomic adjustments in the workplace can support the health and well-being of older workers and increase their productivity.
4. Appreciation and recognition: Older employees feel more motivated and committed when their contributions are recognized and valued. Regular feedback and recognition programs can help increase their satisfaction and loyalty.
5. Mentoring programs: The introduction of mentoring programs, in which older employees pass on their knowledge and experience to younger colleagues, can promote the transfer of knowledge and strengthen cooperation between the generations.

Success stories from the field

Many companies have already taken successful measures to integrate older workers. One example is the car manufacturer BMW, which has set up special production lines for older employees. These lines are ergonomically designed and enable employees to carry out their work without physical strain. The result was a significant increase in productivity and satisfaction among the older workforce.

Another example is the technology giant IBM, which has developed a program to rehire retirees. Flexible working models and targeted training have enabled former employees to be reintegrated into the company, resulting in an improved knowledge base and a greater wealth of experience.

Conclusion

The 50-plus age group is a valuable resource for alleviating the shortage of skilled workers. Through targeted measures and an inclusive corporate culture, companies can take advantage of the experience, loyalty and work ethic of older employees. This not only helps to solve the skills shortage, but also promotes a diverse and inclusive working environment. By recognizing and leveraging the potential of older workers, companies can grow sustainably and successfully meet the challenges of demographic change.

More about the study:

https://www2.deloitte.com/ch/de/pages/innovation/articles/ageing-workforce.html