Why are young people old?

[Anonymous]

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:Graduated in 1993 and has a 10 year old? Ouch.

Where do you live? It’s not at all uncommon for women in the DMV to have babies in their early 40s. A 1993 graduate with a 10-year-old had the child at 42.

The average age for a woman to have her first baby in DC is 28.9. 29.4 in FFX. 31.0 in Arlington. 29.2 in MoCo.

Now do women who are being offered a track to an executive role. But first drop all teen pregrancies and non-college educated women.

[Anonymous]

I’m just a teacher but I have zero interest in any sort of admin role or advancement I’m quite content to just coast I’m only in my early 40s here’s a thought maybe there’s more to life than work

[Anonymous]

Graduated from high school, or college?

[Anonymous]

This is such BS and as always makes women look bad. Look, we want to work, do something interesting and productive. And be able to support our families/children. But also spend time with families, friends, pets, get home by 5 or earlier, not work weekends or nights to "make up hours" because some manager wants one employee to work 60-70 hrs instead of 2 working 35/40 because its better for the bottom line.

[Anonymous]

'07 law school grad. I went part time (1200 hours) for a while when kids were younger, then ramped back up to full time. I declined a partnership offer at a midsize firm because I am going to retire in 3-5 years. I didn't have any debt when I started and I saved 80% of my take home pay when I was in big law. I am close to my goal now.

[Anonymous]

Anonymous wrote:At work we are doing mid year reviews and I was told to focus on career goals, long term goals in an effort to improve retention of employees. Plus the board wants us to do succession planning. We need to pick who to groom for the senior mgt jobs. The young employees acted like they were old during mid year reviews For example.

Employee 1. Graduated 2003, two kids around 5 and 12 and wife. I brought up long term career goals and career path. For instance he is eligible sit CPA, I mentioned we would pay. Also discussed how I could get him 3-4 promotions over next 7-12 years, we could get him some board level presentations and set him up long term. He looked my square in eye and said that’s a lot of work and look I want to kick back and retire around 52. I then explained retirement age is going to be around 70 for him so you have 25-30 years left. He said I don’t plan on working that long.

On to women class of 1993. Same story I give. I get look I got two kids 12 and 10 grade my goal is to just get them through in state and in six years my husband gets a state pension we sell my greatly appreciated DC house and retire.

On to employee 3. This time class of 1995 single women never married I get her parents getting older. She has a dog, taking care of parents will inherit home so one promo at best maybe a raise or two she is done.

In same week I interview a person class of 2020 in big 4. I ask why do you want to leave big 4? I get well “at this point in my career” I want to leave big 4 get something stabile, no travel, more regular. Getting engaged soon and I have hobbies. OMG. Scaling back class of 2020.

We literally have a 65 year old CIO and a 64 year old COO.

I am retiring in 5 years. I want to give my job away. But even the class of 2020 already scaling back.

How did these young people get old so quick? Even Gen Z is talking retirement.

You are asking them to spend a decade or more proving themselves to you to be considered, not even chosen, for more work (notice I ddin't say promotion, who cares about that). At mid career, yes I am going to continue working hard and learning every day, but I am not going to jump through hoops to prove myself to someone--that sounds like a test and I will not engage. Also, why do you know so much about these people's personal lives? You don't need to organize every aspect of their future.

[Anonymous]

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:Graduated in 1993 and has a 10 year old? Ouch.

Where do you live? It’s not at all uncommon for women in the DMV to have babies in their early 40s. A 1993 graduate with a 10-year-old had the child at 42.

Grim.

I am class of 1992, and I have a 13-year-old. (She's the youngest of my 3 children.) I had my kids when I was 32, 34, and 40.

It's not "ouch" or "grim" at all. We feel so blessed, and we feel like we have a wonderful life with them.

[Anonymous]

Anonymous wrote:Boomers really really screwed the pooch here. And this is why my new supervisor is 15 years younger than the youngest employee she supervises.

Exactly. Most of my generation had to settle for rarely getting ahead no matter how much we worked. Eventually you give up. ~gen x

[Anonymous]

They're looking to leave the company because it's terrible, OP. That's my take.

[Anonymous]

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:OP - literally we got crap on succession planning from Board. But the issue is the people need to be qualified to do jobs.

That 2003 graduate took the cake. He is done having kids, his wife works part time frim home. He has an MBA luckily. So if I can just get him certified, get him to present at some all hands, let him present at a board meeting or two. I could get him a 200k-250k raise over next 7-10 years.

I also got feed back I need him to have a “better sense of urgency” which I can fix.

I literally told guy I had five people work for me I long time mentored and got their salary from 120k to 320k after putting in 7-12 years of good work. But last good worker I had was literally 2016.

There is literally two people on board in their 80s! No one is stepping up.
[i][u]
I left off this one. So that 2003 guy (he is funny) said why don’t you adopt me so I can get lotsa of cash like your wife and kids get. I thought he was joking but brought it up three times last week.

Jaimie Dimon and Bob Iger have same issue No one at Chase or Disney wants to work to be CEO. Heck look at Joe Biden.

That's the problem right there. NO one is stepping up because there are still 80 year olds on the board. Why in the universe aren't those people retired and enjoying the good life? That seems like some hell-scape nightmare to me.
If they would actually retire, people would absolutely step up to take their positions. But they don't. And they won't until they die.

I actually look at 80 year olds still working and think they have done something majorly wrong with their lives.

I know 2 people in their mid- to late 70s working and they are MISERABLE people.

I have an anecdote to counter your anecdote - Many people really like continuing to work. Of course it depends on the job and the field. But many people enjoy the challenge and continue to contribute to their company. My mom is in this situation in her early 70's. She's been widowed for 10 years and so loves to continue to work, and they love to have her (and her compensation is excellent). She's as sharp as ever, and so it's a win-win.

[Anonymous]

Anonymous wrote:At work we are doing mid year reviews and I was told to focus on career goals, long term goals in an effort to improve retention of employees. Plus the board wants us to do succession planning. We need to pick who to groom for the senior mgt jobs. The young employees acted like they were old during mid year reviews For example.

Employee 1. Graduated 2003, two kids around 5 and 12 and wife. I brought up long term career goals and career path. For instance he is eligible sit CPA, I mentioned we would pay. Also discussed how I could get him 3-4 promotions over next 7-12 years, we could get him some board level presentations and set him up long term. He looked my square in eye and said that’s a lot of work and look I want to kick back and retire around 52. I then explained retirement age is going to be around 70 for him so you have 25-30 years left. He said I don’t plan on working that long.

On to women class of 1993. Same story I give. I get look I got two kids 12 and 10 grade my goal is to just get them through in state and in six years my husband gets a state pension we sell my greatly appreciated DC house and retire.

On to employee 3. This time class of 1995 single women never married I get her parents getting older. She has a dog, taking care of parents will inherit home so one promo at best maybe a raise or two she is done.

In same week I interview a person class of 2020 in big 4. I ask why do you want to leave big 4? I get well “at this point in my career” I want to leave big 4 get something stabile, no travel, more regular. Getting engaged soon and I have hobbies. OMG. Scaling back class of 2020.

We literally have a 65 year old CIO and a 64 year old COO.

I am retiring in 5 years. I want to give my job away. But even the class of 2020 already scaling back.

How did these young people get old so quick? Even Gen Z is talking retirement.

Aaaaaah! Ahahahahah! Ha! Ha! Ha! You're too funny. You explained to someone (about whose financial situation you know minimal amounts) when he would be retiring? You're hilarious. I'm not surprised nobody is taking you up on your offers to do your job. Sounds like you're out of touch and your job sucks.

[Anonymous]

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:OP - literally we got crap on succession planning from Board. But the issue is the people need to be qualified to do jobs.

That 2003 graduate took the cake. He is done having kids, his wife works part time frim home. He has an MBA luckily. So if I can just get him certified, get him to present at some all hands, let him present at a board meeting or two. I could get him a 200k-250k raise over next 7-10 years.

I also got feed back I need him to have a “better sense of urgency” which I can fix.

I literally told guy I had five people work for me I long time mentored and got their salary from 120k to 320k after putting in 7-12 years of good work. But last good worker I had was literally 2016.

There is literally two people on board in their 80s! No one is stepping up.
[i][u]
I left off this one. So that 2003 guy (he is funny) said why don’t you adopt me so I can get lotsa of cash like your wife and kids get. I thought he was joking but brought it up three times last week.

Jaimie Dimon and Bob Iger have same issue No one at Chase or Disney wants to work to be CEO. Heck look at Joe Biden.

That's the problem right there. NO one is stepping up because there are still 80 year olds on the board. Why in the universe aren't those people retired and enjoying the good life? That seems like some hell-scape nightmare to me.
If they would actually retire, people would absolutely step up to take their positions. But they don't. And they won't until they die.

I actually look at 80 year olds still working and think they have done something majorly wrong with their lives.

I know 2 people in their mid- to late 70s working and they are MISERABLE people.

I have an anecdote to counter your anecdote - Many people really like continuing to work. Of course it depends on the job and the field. But many people enjoy the challenge and continue to contribute to their company. My mom is in this situation in her early 70's. She's been widowed for 10 years and so loves to continue to work, and they love to have her (and her compensation is excellent). She's as sharp as ever, and so it's a win-win.

Is she taking the place of someone younger who would like to have that job? I don't think old people should be "pushed out" but if they can afford to retire, they should make space so younger people can achieve what they have.

[Anonymous]

Anonymous wrote:

Anonymous wrote:The info offered on how to advance came with suggestions for a lot of work (not just literally work but tasks like training, etc). At a certain point in mid career, we just want to work, not looking to prepare to impress for next big thing or promotion. Couple reasons, one, the next big thing or promotion doesn't exist or if it does it doesn't add value to our life or doesn't add significance $$$. Two, what you are offering benefits the company, which is fine, but the WIFM is missing.

+1 to this. You should have been grooming this guy for succession 5 years ago, not now.

First of all this guy only started here in January. Second he is a spring chicken being class of 2003 college graduate. My Math has him at only 41-42. Given his wife done with kids, he only has two kids 5-12 and he has to be at least 46-50 to do the sr. Mgt role I would have thought that puts him at 49 with a 19 year old in college and a 12 year old at home. With a good 15-17 years of pay off. Plus he told me his one kid dream is to be a doctor. How is he paying for this. I was nice and explained medical school and college costs.

His YE will be coded as not mgt. material. He will trudge along 1-3 years at most and quit when not promoted or a bonus. I don’t want that. But like pushing a rock up hill.

I was away at a board meeting recently and the staff members at the Four Seasons I was talking to were older said no one wants to work any more. Thank god my Crème Brûlée and Lobster Bisque and Rib Eye was properly prepared.

I also expressed my frustration. Seems people got paid not to work in Covid and still want ti be paid not to work

My 80 year old board member can’t wait to move on. But like Warren Buffet he is stuck.

We all literally need to appoint a successor and best case back up successor. I code it in system and these people get training and opportunities to help make it happen. But not coded you are dispensable. Yes we want you to stay. My last three companies did same thing to staff between 25-45. But this guy is running out of run way. He will be 52 and unemployed with kids in school in a decade rather than living in fancy house driving a Mercedes. He made his choice. Hope he told his wife

[Anonymous]

Are you three jobs guy

[Anonymous]

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:The info offered on how to advance came with suggestions for a lot of work (not just literally work but tasks like training, etc). At a certain point in mid career, we just want to work, not looking to prepare to impress for next big thing or promotion. Couple reasons, one, the next big thing or promotion doesn't exist or if it does it doesn't add value to our life or doesn't add significance $$$. Two, what you are offering benefits the company, which is fine, but the WIFM is missing.

+1 to this. You should have been grooming this guy for succession 5 years ago, not now.

First of all this guy only started here in January. Second he is a spring chicken being class of 2003 college graduate. My Math has him at only 41-42. Given his wife done with kids, he only has two kids 5-12 and he has to be at least 46-50 to do the sr. Mgt role I would have thought that puts him at 49 with a 19 year old in college and a 12 year old at home. With a good 15-17 years of pay off. Plus he told me his one kid dream is to be a doctor. How is he paying for this. I was nice and explained medical school and college costs.

His YE will be coded as not mgt. material. He will trudge along 1-3 years at most and quit when not promoted or a bonus. I don’t want that. But like pushing a rock up hill.

I was away at a board meeting recently and the staff members at the Four Seasons I was talking to were older said no one wants to work any more. Thank god my Crème Brûlée and Lobster Bisque and Rib Eye was properly prepared.

I also expressed my frustration. Seems people got paid not to work in Covid and still want ti be paid not to work

My 80 year old board member can’t wait to move on. But like Warren Buffet he is stuck.

We all literally need to appoint a successor and best case back up successor. I code it in system and these people get training and opportunities to help make it happen. But not coded you are dispensable. Yes we want you to stay. My last three companies did same thing to staff between 25-45. But this guy is running out of run way. He will be 52 and unemployed with kids in school in a decade rather than living in fancy house driving a Mercedes. He made his choice. Hope he told his wife

I'm a 2003 grad and I'm not interested in any of the things you mentioned adn I'm in a role like the guy you describe. I don't drive a Mercedes but I could have one. I'm on track for my kids' 529s to pay for them to go to college and grad school. My spouse and I have saved carefully and I don't want to make board presentations or sit for another license, I want to do the job I have well until I retire early.