Re-Thinking Life Stages

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by Jean Walker, executive vice president of OI Partners—Portland, OR

Life used to be much simpler.  It was divided very conveniently into three segments: preparation for life (education, training, physical development, socialization); adult life (“real” life:  work, responsibility, family); and retirement (rest and leisure).

Then, something happened.  People started living longer and better.  They had more energy, better health, greater resources.  At the same time, economic realities and global competition threw a monkey wrench into expectations of lifelong employment, and dreams of a golden handshake and sunset years spent on the golf course faded away.

The reality is that career transition in mid-life is occurring with increasing frequency.  Mergers and acquisitions, downsizing and reengineering have hit middle management the hardest, and technology has eliminated a large percentage of support personnel.  People with graying temples are out pounding the pavement at a time when they thought they could count on stability in their careers.  As the “sandwich generation,” squeezed by time and financial responsibilities for both children and parents, they’re finding the career transition longer, more traumatic, and more difficult than their younger friends.

Over 54% of the workforce is currently over 50; by 2040, demographers estimate one fourth of the U.S. population will be seniors over the age of 60.  Older workers bring breadth and depth of knowledge, people skills, mature judgment, problem solving abilities and, of course, solid work ethics.  However, it is a sad reality and a loss for both the worker and the potential employer that the average job hunt for workers over 55 is twice the length of the average for all workers (AARP statistic).

In many cases, lack of preparation and planning are the culprits. Finding and/or maintaining full time employment opportunities at mid-life depends upon extensive self-assessment that includes analyzing past accomplishments, critical competencies and transferable skills. It means identifying values and evaluating mission and purpose in life.  It also makes sense to rethink what having a job means. This age group is particularly desirable for contingency work, the fastest growing sector in our marketplace, because of the breadth and depth of their experience.  That includes various types of part-time work, consulting, contract, and projects.

No transition is easy; career transitions that are unexpected and untimely can be devastating.  Maddy Dychtwald, in her book Cycles, says, “For most of us, ascending the ladder to success along a one-way, upwardly mobile career path with one paternal employer and no career interruption is as much a fantasy as Walter Mitty’s many careers seemed in Thurber’s day.” Organizations that terminate mid-life workers as well as those whose employees leave through retirement are increasingly providing programs specifically designed for this age group.  It’s good corporate citizenship and good common sense.

When considering Outplacement for older workers, it's important to remember that their length of service at your company may be a real handicap in a job market that values flexibility and variety of work experiences.  They may be stereotyped as being limited to only your industry, company, culture and job classification.  Their confidence may be shattered and they may feel they’ve been, "Put out to pasture."

Attitude can be a major factor in their marketability and willingness to do what’s needed to find the new position.  Because older workers typically came from a cultural background that taught them to be self-effacing; they’re typically uncomfortable having to sell themselves. They’ve also reached a stage in their professional lives when other people come to them for advice and decisions, and to reverse roles and ask for help is really tough.  They're puzzled, unable to understand that their jobs are no longer needed and, frequently, they’re convinced they must have done something wrong, regardless of the actual cause of their termination.

For the sandwich generation, with children still in school and parents who need time and financial support, the burden may seem overwhelming.  Retirement isn’t realistic at age 50, especially for those whose long range planning has been based on getting the kids through college and then saving for their own retirement.  It is a trap that is difficult to escape.

The approach to the job search is entirely different for a 52 year old than it is for a 32 year old, and it is critical that Outplacement programs be designed specifically for this age group, to help them understand their Age Advantage and how to market themselves effectively.

“A Midlife career transition is the time to pause, take stock, and then redefine our futures.”
Jean Erickson Walker, The Age Advantage: Making the Most of Your Midlife Career Transition

Jean Walker is executive vice president of OI Partners (Portland). She has more than 20 years of experience in education, management and career counseling, and she is author of The Age Advantage: Making the Most of Your Midlife Career Transition.  Jean also serves as chairwoman of the Institute of Career Certification International.  She can be reached at jwalker@oipartners.net or 503-221-8747.