Platt Perspective on Business and Technology

Should I stay or should I go? 34: retiring, and phasing out of work as a work-life transition 6

Posted in career development, job search, job search and career development by Timothy Platt on December 9, 2016

This is my 34th installment to a series on intentionally entered into, fundamental job and career path change, and on best practices for deciding both when and how to carry through on it (see Guide to Effective Job Search and Career Development – 3, postings 416 and following for Parts 1-33.) And this is also my sixth posting to this series where I at least begin addressing the issues of retirement, and phasing into it.

I began discussing the issues and challenges of age discrimination in Part 33, by noting two basic sets of circumstance where they can become important, which I repeat here for purposes of continuity of discussion. Ageism and the threat of age discrimination can arise:

• In the short-term or in your immediately here-and-now, and in your current workplace as a more immediate issue,
• And from a longer-term planning and risk remediation exercise perspective. There, it is important to think through what to look for and what to do as you grow older in the workforce, so you can at least limit the likelihood that you will find yourself in a workplace and working for a manager who would be inclined to age discriminate, as addressed in the first of these two bullet points.

I offered a set of orienting thoughts and pointers for addressing the first of these two sets of issues: the first of these bullet pointed scenarios in Part 33, where direct confrontation with age discrimination is likely and even impending. And I continue from there in this posting, where I step back from that as a more immediate here-and-now crisis management problem, and where age discrimination possibilities can be addressed as a longer-term planning requirement.

• My goal for this installment, and I add the next after it, is to address both the need for long-term job and career planning that would lessen the risk of age discrimination becoming a likely problem for you,
• And then to offer approaches for increasing your chances for being able to work productively in a satisfying and rewarding context and at a job that holds meaning to you as you finish out your work life and plan your eventual retirement – and without getting caught up in that trap.

I begin addressing the first of these two points by noting what to many of us, has become a reality. Laws many toughen and improve to protect older workers, and attitudes might and in directions that would prompt businesses and their owners to not attempt to cut corners through discriminatory practices: age discrimination included. But here and now and for the foreseeable future, age and I add other forms of discrimination are part of our workplace and careers reality and we have to assume they will remain so. We have to prepare for that in our own planning and in our career execution.

Employers, often unrealistically assume that when new technologies and new technology generations emerge, old skills lose their relevance and value, and even all skills and experience held – including general communications and time management and other more general skills, and depth of general experience in understanding and addressing challenges that offer value in essentially any workplace setting. And many employers simply assume that a more experienced worker is automatically going to demand higher compensation strictly on the basis of their workplace tenure, and even when they are facing employees who do not assume any such thing – and who understand and are quite willing to work in that business and according to it pattern of compensation ranges offered, for types of work done and for position levels on their table of organization.

• So I respond to the first of those two points as just noted above, by stating that knowing your options and your risks of facing age discrimination as you advance along your work life and its path, are important and will remain so.
• And with that noted and at least briefly discussed, I am going to continue this line of thought in a next series installment where I will address the question of how to prepare for this as an ongoing career due diligence exercise.

Meanwhile, you can find this and related postings at my Guide to Effective Job Search and Career Development – 3 and at the first directory page and second, continuation page to this Guide.

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