10 Benefits that Older Workers Bring to the Construction Industry

26 September 2017

There’s been a lot of discussions recently about the ‘skills gap’ that exists in construction. The construction industry is populated by older workers, many born between 1946-1964, known as ‘baby boomers’, who are now either retired or nearing retirement. 19% of the construction workforce in the UK is set to retire within the next 5-10 years, leading to 224,000 vacancies in the industry by 2019. This trend exists throughout much of the developed world. A skills gap is starting to open up as fewer young workers enter the construction industry, not making up for the number of older workers who are leaving the workforce.

Skills Gap

This skills gap results in real headaches for project managers. Skilled workers are harder to find and feel they are able to demand higher wages; delaying and increasing the cost of construction projects. According to the 2016/17 talent shortage survey, construction firms find skilled positions such as electricians, bricklayers, plasterers and plumbers the hardest to fill. Construction firms are trying various things to entice more young workers to consider a career in construction but this is just one part of the solution to the critical lack of human capital. Ageing workers and their experience should be properly valued so they feel encouraged to keep working and become part of a multi-generational workplace.

Older Workers

Valuing and Retaining Ageing Workers

It’s a shame that older workers are not always given the respect that they deserve. In fact, ageing workers are more likely to be the subject of age discrimination than appreciation for the experience, knowledge and various benefits they bring to the workplace. Older workers bring a number of beneficial traits. We’ve listed 10 but we could have listed 100! It’s important for firms to recognize these positives to show they value their ageing workers.

1) Experience –  Older workers bring a wealth of experience to the job. They quite often have a diverse skillset with a wide base of skills that they can apply to a particular task. Older workers therefore require less training than younger workers, saving time and money for an employer. Workers should be proud of the experience they’ve gained as this knowledge can be an asset for any company.

2) Maturity – This is an inherent skill that older workers have and younger workers don’t. There is no way a younger worker can have the wealth of life experiences that older workers have. This maturity has many tangible benefits such as knowledge and poise that make older workers valuable. Ageing workers are generally good in a crisis as they are less likely to get rattled, meaning that they can deal with adverse circumstances and make the best possible decision.

3) Work Ethic – Older workers generally have a better work ethic than younger workers, according to employer’s experience. A 2010 Pew Research Survey found that 75% of people thought older people had a better work ethic than millennials. A strong work ethic is closely linked to increased productivity so it should be a valuable trait for employers.

4) Communication skills – Older workers bring a wealth of experience, not just involving job-specific skills, but more general workplace practices. Ageing workers know how to navigate workplace politics and have had years of experience to refine their communication skills. The benefits of good communication should not be underestimated in a worksite setting as it can lead to increased productivity and improved health and safety standards. Ageing workers are generally more confident and experienced communicators than their younger counterparts, so their talents are integral in a multi-generational workplace.

5) Less time off sick – There is a general perception that ageing workers miss more work than younger workers due to illness, but this is not actually the case. Older workers (over-50’s) need half as much time off sick compared to workers under 30. Older workers are far less likely to take time off for minor illnesses. This may go against the common perception but it makes sense when you consider the previous point about older workers work ethic. Ageing workers prioritize their job, showing the kind of responsibility that any employer would welcome.

6) Leadership skills – Ageing workers usually have more leadership skills than young workers. Older workers are more comfortable in their own skin and therefore find it easier to take up leadership roles in groups. Employers may feel tempted to promote cheaper, younger workers to management positions but older workers are generally more suited given their experience and leadership skills.

7) Productivity – Many may expect that a worker’s productivity is closely linked with a worker’s age, as a worker gets older, their productivity decreases. This is not actually the case. Ageing workers provide far more stable work on a day to day basis compared to younger workers. Older workers are more motivated and experienced which leads to more consistent work. Consistent production is a valuable benefit to any employer in the construction industry.

8) Contacts – Older workers are likely to have a strong network of industry contacts that they can put to use. They are likely to have retained contacts from their previous jobs and can bring these to their new position. This is the kind of advantage older workers have and younger workers, because of their lack of real world experience, are highly unlikely to have.

9) Old dogs can learn new tricks – A commonly cited reason given by employers for not hiring older workers is that ageing workers are reticent to learn new skills. In the digital age, where new technologies are being introduced almost every day to improve the efficiency of the construction industry, this can be a big disadvantage. However, this perception about older workers is largely mistaken. Older workers are eager to learn new technology skills but are often not given the opportunity. An employer needs to implement a strategy for upskilling ageing workers in technology so their valuable knowledge and experience can be retained.

10) Patience and emotional intelligence – This is a general trait that’s inherent to the experience of an older worker. Ageing workers are great additions to the mood of a workplace. In general, they bring a greater amount of patience and emotional intelligence than their younger counterparts. In this way, they improve the work environment, resulting in increased productivity and efficiency.

How to Build a Productive Multi-Generational Workplace

One worry for employers is the possibility of tension in the workplace between older and younger workers. This can happen in a workplace where management don’t understand how to create a functional multi-generational workplace. Ageing workers need to be given adequate training in how to use new technology so they don’t feel there is a gap between them and their younger, more tech-savvy co-workers.

When done correctly, there are significant benefits to creating a multi-generational workplace setting. It provides the opportunity for workers of all ages to learn from each other. Ageing workers have a wealth of experience that they can pass on to their younger colleagues, while older workers can learn a lot about new technology and practices from younger workers. The imperative is on management to create the kind of workplace where older staff can mentor younger workers. A functional multi-generational workplace is productive and helps to instil a sense of camaraderie and loyalty among workers, where the positive impacts of human capital are maximized.

The basis for creating a multi-generational workplace is valuing older workers and the experience they can pass on to younger workers. Ageing workers have a large skillset built up through their years of experience. Employers should aim to maximize an ageing workers skills and experience while providing them training in new technology. Older worker can be taught new skills but you can’t teach younger workers the knowledge that older workers have gained over their accumulated years of experience.

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Jenny Snook

Jenny Snook is content executive at GoContractor with the job of researching the latest health and safety trends in the heavy industry. Her past-experience includes the research of large museum collections such as the Louth County Museum, many from the industrial age.

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