The benefits and profits of small businesses employing mature associates cannot be ignored. Owners cannot dispose their misconstrued ideas on the benefits and bluntly close the door to the possibility of hiring mature applicants who would have many years of experience and strong, long track records of success. Dedicated, passionate, qualified and experienced workers lose out on employment opportunities because of their age. Borderline discrimination is for others to determine. I would like to introduce you to a balanced hiring to include mature age hires that will boost your profits!
What about less spending on turnover? Older workers tend to be looking for longevity in the work place. It is a fact that older workers often have a record of longevity and loyalty at companies that hire them. Mature workers have less absenteeism. The possibility of leaving is much lower. Older employees are happy to work and aren’t out looking for a better job. In contrast, younger associates will leave for a higher position or higher paying job. There are substantial savings and thus more profits when turnover is low.
Consider that “Productivity” is a character trait; definitely not a generational trait. Mature associates are punctual; no need to worry about them showing up late for a shift. Mature workers are significantly higher in employee engagement; organizational skills, prioritization and discipline. They are well-rounded, focused, detail oriented and devoted employees. They accept direction with greater ease and follow procedures. They will set the bar high on passion and loyalty. All of the above will contribute to a better productivity as a total crew output, the greater the productivity, the greater the profits.
The question is: can you now see why you are missing out on additional profits by not opening the employment door to mature applicants?
Until next time,
Yours truly,
Thomas Antonopoulos, Blogger for OfficeTime
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