Post by account_disabled on Mar 16, 2024 15:14:15 GMT 9.5
The with technology than their younger counterparts. So never assume that someone needs to have something technical explained to them in patronising detail just because theyve got a few grey hairs. Similarly dont assume that your freshfromuniversity employees know nothing at all. They may be new to the workforce but theyve got valid contributions to make. And guess what They may not be Instagramobsessed narcissists either. In short dont make assumptions about what people know or who they are based on their age. Treat everyone with respect.
Language Ageism doesnt have to be deliberate or plannedsometimes it BMB Directory can be careless. For example you might think youre being lighthearted and affectionate when you refer to younger employees as kids but they may receive it as demeaning and patronizing. Similarly cut out any references to an older employees age even if its not intended as an insult. Watch out for the language you use in recruiting or other areas as well. People sometimes equate young with dynamic and old with traditional which is not only false but can land firms in trouble.
A UK bank was successfully sued for age discrimination to find a replacement with a younger more entrepreneurial profile. Ask People What They Want As we saw in the last section workers from different generations can have different needs and expectations. For example They may want different kinds of training. They may value different job benefits e.g. retirement plans vs. health insurance. They may communicate differently. They may have different expectations of working hours and flexibility. However the research in this area is mixed and as weve just seen its best not to make assumptions about individuals based on their age anyway. So instead of providing what you think people want try asking them what they want. Run employee surveys or ask for informal feedback either directly or through HR or line managers. Then use the results to create new policies that work.
Language Ageism doesnt have to be deliberate or plannedsometimes it BMB Directory can be careless. For example you might think youre being lighthearted and affectionate when you refer to younger employees as kids but they may receive it as demeaning and patronizing. Similarly cut out any references to an older employees age even if its not intended as an insult. Watch out for the language you use in recruiting or other areas as well. People sometimes equate young with dynamic and old with traditional which is not only false but can land firms in trouble.
A UK bank was successfully sued for age discrimination to find a replacement with a younger more entrepreneurial profile. Ask People What They Want As we saw in the last section workers from different generations can have different needs and expectations. For example They may want different kinds of training. They may value different job benefits e.g. retirement plans vs. health insurance. They may communicate differently. They may have different expectations of working hours and flexibility. However the research in this area is mixed and as weve just seen its best not to make assumptions about individuals based on their age anyway. So instead of providing what you think people want try asking them what they want. Run employee surveys or ask for informal feedback either directly or through HR or line managers. Then use the results to create new policies that work.