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Training and learning for older workers
Helping your people learn and share skills makes your business stronger. It’s important to create a culture that values the development of all staff.
Offering training and learning
Providing training and learning opportunities is particularly important during different times when running your business.
Onboarding
New staff are likely to need training and support as they transition into a new role and business. Older applicants may offer soft skills and life experience that makes them a good fit for the role. They may also need more support to learn the technical or other aspects of their new role.
New business practices
The operating environment for businesses is always evolving. To adapt, workers need to learn new skills, systems and ways of working. This includes digital skills as the use of technology rapidly increases.
Growth and development
Staff may have personal aspirations for their training and development, regardless of their age or where they are in their career. Supporting these aspirations can help them feel valued by you.
Myths about older workers and training
There is a myth that older workers cannot learn new skills. This is not true.
Ageing can change the ways we think and process information. It can also bring knowledge and insights gained from a lifetime of experience.
Older workers can feel overlooked for training and promotional opportunities. This can be because of assumptions made about their retirement plans and career aspirations. They can also hold negative thoughts and stereotypes about themselves that hold them back.
As an employer, you can make sure that older workers have the same access to learning and progression as other staff.
Adopt a lifelong learning approach
Factors such as technology, climate change and globalisation will continue to transform the way we do business. All workers will need to adapt by upgrading their skills and knowledge.
Training and learning will help your workers remain productive in their jobs, feel satisfied at work and stay in their roles for longer.
Maximise training outcomes for older workers
Older workers are capable and willing to take up training and learning opportunities. They may benefit from an individual tailored approach.
Examples of a tailored approach:
- a different pace for courses
- more one-to-one attention
- small group work and discussion
- courses spread over longer periods
- case studies attuned to personal experience
- mentoring/buddy support after training is completed.