What Happens when all the Adults Retire at Work?

[Anonymous]

Anonymous wrote:OP I Like Gen X a lot. I think the last generation that actually grew up and remembers when work was hard and economy really sucked like from mid 70s till early 90s as kids for most part and as adults internet crash of 2001 and financial crisis. They grew up pre-iphone, internet era where as kids or young could figure stuff out for them selves.

There big downside is entering being born 1965 to 1980 they missed most of Booming Spring 1995- 2000 to really move up ladder and in part of career 2008-2013 they got hit with Financial Crisis. 35-45 are most important years when making jump to VP.

The other issue is the Boomers and Work career longevity. I had an excellent right hand man at my old company and today a women. The man was ten years younger and women 20 years younger. They dont want to work till 67. They also have dual income more than baby boomers so had more savings for retirements (two 401Ks) and often less kids. My last job everyone around 50-65 had 3-5 kids, the folks 30-50 had around 1-2 kids. My right hand man planned to retire by 55. My current right hand women plans to retire or scale back by late 40s.

Working like a dog to be CEO takes years. Usually mid 50s before you get a big CEO job. That does not align with a workforce that wants to start winding down at mid 50s.

Last week I interviewed two candidates. Both Qualified. Job is pretty cushy, 9-5, work from home one day a week, we give a months vacation, ten holidays, if early dismissal or snow I can let folks work from home. Really not bad.

The one who graduated college in 2007 who was only around 33 was looking to "scale back" She worked big four, had a great degree, worked for an amazing firm for resume. In great shape for someone her age. Her husband has a great job, they bought a condo a few years ago DC before prices took off and she had her first kid. Fine but she is looking to scale back.

Second candidate graduated college in 1984. He is looking for next big opportunity. Wants to roll up sleeves get to work and loves managing and mentoring young people. His last kid just graduated college and was ready to go.

A few weeks ago I fired a 42 year old, person had attendance issues and could not make it to work, showed up late, work project was sloppy, when I was writing them up they were like I am burnt out from this crap, 20 years of work.

I envy them they are not trapped at work like me. But also it takes 20-25 years to move up ladder, get MBA, get certificates, work at blue chip companies, manage multiple staff and work through various crisis and firedrills so by mid 40s you are in perfect shape to get an SVP or Managing director, but they are getting burnt out right when they should be even more motivated.

Motivated for what? Continuing to tread water until some unknown time in the future when the Boomers in senior management finally retire and there’s room to advance? Clearly whatever your company is offering them professionally isn’t very appealing. Perhaps senior management needs to consider why that is.

[Anonymous]

Have had the same thought at my government agency.

I am fairly senior and eligible for full retirement. I have been mentoring people for years in my specialized area. It is not particularly technical, but to be good at it takes a number of years of experience. I am a go to person for many Gen X and millenials, not just for my area but for others as well because I have a wealth of experience I am willing to share.

My issue is that people above me seem to want to promote intensely careerist individuals who are essentially dilettantes in this area rather than the numerous experienced people who actually believe in the mission and value the institution's reputation over clawing to the top.

I don't understand this bent toward advancing the high school bullies and mean girls (invariably Gen Xers) over the more experienced Gen X and millenial adults except for a profound lack of insight at the top. I am holding out on retirement in the hopes I can steer things in a better direction.

As it is I feel like the boy with his finger in the dike and spend a huge amount of time covering up and smoothing over the mis-steps of the careerists. My normal work week has been 60 hours a week for a very long time, but this was not exhausting until patching things over became my main activity.

I am not optimistic this can be turned around and will leave if I see one too many insults to the reputation of the agency that I have gladly served for so many years.

[Anonymous]

Anonymous wrote:Have had the same thought at my government agency.

I am fairly senior and eligible for full retirement. I have been mentoring people for years in my specialized area. It is not particularly technical, but to be good at it takes a number of years of experience. I am a go to person for many Gen X and millenials, not just for my area but for others as well because I have a wealth of experience I am willing to share.

My issue is that people above me seem to want to promote intensely careerist individuals who are essentially dilettantes in this area rather than the numerous experienced people who actually believe in the mission and value the institution's reputation over clawing to the top.

I don't understand this bent toward advancing the high school bullies and mean girls (invariably Gen Xers) over the more experienced Gen X and millenial adults except for a profound lack of insight at the top. I am holding out on retirement in the hopes I can steer things in a better direction.

As it is I feel like the boy with his finger in the dike and spend a huge amount of time covering up and smoothing over the mis-steps of the careerists. My normal work week has been 60 hours a week for a very long time, but this was not exhausting until patching things over became my main activity.

I am not optimistic this can be turned around and will leave if I see one too many insults to the reputation of the agency that I have gladly served for so many years.

Same here, though a few years shy of full retirement. But yes--definitely the careerist dilettantes catch the eyes of those at the top

[Anonymous]

Anonymous wrote:

Anonymous wrote:I haven't seen this in my work. All I see are brilliant 30-45 year olds who are stuck under boomers and unable to move up. They are excellent middle managers right now and I think they'd be better senior managers than the current.

I see this too.

No you do not. There's something about not knowing what you do not know. You might be too clueless to even understand what you still need to learn.
This is what I see.

[Anonymous]

I am in my mid 50s and have been at my agency for 20 plus years. I came in a gs-13 attorney and am currently what would be considered a career senior leader in my agency and an SES. My experience is that the people that work hard, have competence and produce get promoted. The dilettantes, to the extent there are any, are politicals that are here for a short time and move on and everyone gives them space to bring themselves down over time. Those that think they should be promoted and are not generally are not as good as they think they are. Yes, there is the occasional person that is retired in place but that is the exception.

I work at a small agency but I have spent time at much larger agencies on detail and do not think my experience at my current agency is unique.

[Anonymous]

Anonymous wrote:

Anonymous wrote:OP I Like Gen X a lot. I think the last generation that actually grew up and remembers when work was hard and economy really sucked like from mid 70s till early 90s as kids for most part and as adults internet crash of 2001 and financial crisis. They grew up pre-iphone, internet era where as kids or young could figure stuff out for them selves.

There big downside is entering being born 1965 to 1980 they missed most of Booming Spring 1995- 2000 to really move up ladder and in part of career 2008-2013 they got hit with Financial Crisis. 35-45 are most important years when making jump to VP.

The other issue is the Boomers and Work career longevity. I had an excellent right hand man at my old company and today a women. The man was ten years younger and women 20 years younger. They dont want to work till 67. They also have dual income more than baby boomers so had more savings for retirements (two 401Ks) and often less kids. My last job everyone around 50-65 had 3-5 kids, the folks 30-50 had around 1-2 kids. My right hand man planned to retire by 55. My current right hand women plans to retire or scale back by late 40s.

Working like a dog to be CEO takes years. Usually mid 50s before you get a big CEO job. That does not align with a workforce that wants to start winding down at mid 50s.

Last week I interviewed two candidates. Both Qualified. Job is pretty cushy, 9-5, work from home one day a week, we give a months vacation, ten holidays, if early dismissal or snow I can let folks work from home. Really not bad.

The one who graduated college in 2007 who was only around 33 was looking to "scale back" She worked big four, had a great degree, worked for an amazing firm for resume. In great shape for someone her age. Her husband has a great job, they bought a condo a few years ago DC before prices took off and she had her first kid. Fine but she is looking to scale back.

Second candidate graduated college in 1984. He is looking for next big opportunity. Wants to roll up sleeves get to work and loves managing and mentoring young people. His last kid just graduated college and was ready to go.

A few weeks ago I fired a 42 year old, person had attendance issues and could not make it to work, showed up late, work project was sloppy, when I was writing them up they were like I am burnt out from this crap, 20 years of work.

I envy them they are not trapped at work like me. But also it takes 20-25 years to move up ladder, get MBA, get certificates, work at blue chip companies, manage multiple staff and work through various crisis and firedrills so by mid 40s you are in perfect shape to get an SVP or Managing director, but they are getting burnt out right when they should be even more motivated.

Motivated for what? Continuing to tread water until some unknown time in the future when the Boomers in senior management finally retire and there’s room to advance? Clearly whatever your company is offering them professionally isn’t very appealing. Perhaps senior management needs to consider why that is.

OP - I Actually gave my retirement plans so the current person knows exactly when they can get my job, I did succession planning and named her, I like her and I even told her. I also plan on sending her to Sr. Managerial training and start to attend Board meetings and regulator meetings. She is only like 37. I am retiring between 7-8 years from now. If I get pushed out early or quit she is lined up. She is two levels away, so I plan on promoting her in next 2-3 years, sets her up perfect. But I got eye-roll at 7-8 years. But meanwhile my level is normally the youngest you can get it is 43-45.

[Anonymous]

Anonymous wrote:The past few years the amount of folks at work running areas 55 and over who have seen all business cycles and can make the tough the decisions and have a strong work ethic one by one are retiring. The next set of generations below don't have have a clue. Heck Look at WeWork CEO Adam Neuman he totally screwed up his whole company and IPO. No clue how to run a business. Meanwhile Jamie Dimon who is 63 at JP Morgan Chase runs a tight ship. JP Morgan have been only struggling to find a successor.

Pretty much not just CEO, CFO, CIO, CTO, CRO, etc the talent pool is week. Tons of great young workers, great department mangers etc. But the whole package is far and few. Why is that?

Who will be our next leaders of companies? The Unicorns, Uber, WeWork etc all seem to blow up and usually it is a young inexperienced C-suite to blame.

CLEArly you must work on the taxpayer dime

At corporations no one retires, they get fired by other people trying to save their skin

Get a real job

[Anonymous]

Anonymous wrote:If Boomers were really such great leaders, this wouldn’t be an issue because they would have appreciated all along the need to mentor people, develop talent beneath them, and plan for the company’s succession after they’ve moved on. To the extent there’s any kind of leadership crisis when Boomers retire, it’s due to an existing leadership crisis while they were there.

This.

[Anonymous]

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:OP I Like Gen X a lot. I think the last generation that actually grew up and remembers when work was hard and economy really sucked like from mid 70s till early 90s as kids for most part and as adults internet crash of 2001 and financial crisis. They grew up pre-iphone, internet era where as kids or young could figure stuff out for them selves.

There big downside is entering being born 1965 to 1980 they missed most of Booming Spring 1995- 2000 to really move up ladder and in part of career 2008-2013 they got hit with Financial Crisis. 35-45 are most important years when making jump to VP.

The other issue is the Boomers and Work career longevity. I had an excellent right hand man at my old company and today a women. The man was ten years younger and women 20 years younger. They dont want to work till 67. They also have dual income more than baby boomers so had more savings for retirements (two 401Ks) and often less kids. My last job everyone around 50-65 had 3-5 kids, the folks 30-50 had around 1-2 kids. My right hand man planned to retire by 55. My current right hand women plans to retire or scale back by late 40s.

Working like a dog to be CEO takes years. Usually mid 50s before you get a big CEO job. That does not align with a workforce that wants to start winding down at mid 50s.

Last week I interviewed two candidates. Both Qualified. Job is pretty cushy, 9-5, work from home one day a week, we give a months vacation, ten holidays, if early dismissal or snow I can let folks work from home. Really not bad.

The one who graduated college in 2007 who was only around 33 was looking to "scale back" She worked big four, had a great degree, worked for an amazing firm for resume. In great shape for someone her age. Her husband has a great job, they bought a condo a few years ago DC before prices took off and she had her first kid. Fine but she is looking to scale back.

Second candidate graduated college in 1984. He is looking for next big opportunity. Wants to roll up sleeves get to work and loves managing and mentoring young people. His last kid just graduated college and was ready to go.

A few weeks ago I fired a 42 year old, person had attendance issues and could not make it to work, showed up late, work project was sloppy, when I was writing them up they were like I am burnt out from this crap, 20 years of work.

I envy them they are not trapped at work like me. But also it takes 20-25 years to move up ladder, get MBA, get certificates, work at blue chip companies, manage multiple staff and work through various crisis and firedrills so by mid 40s you are in perfect shape to get an SVP or Managing director, but they are getting burnt out right when they should be even more motivated.

Motivated for what? Continuing to tread water until some unknown time in the future when the Boomers in senior management finally retire and there’s room to advance? Clearly whatever your company is offering them professionally isn’t very appealing. Perhaps senior management needs to consider why that is.

OP - I Actually gave my retirement plans so the current person knows exactly when they can get my job, I did succession planning and named her, I like her and I even told her. I also plan on sending her to Sr. Managerial training and start to attend Board meetings and regulator meetings. She is only like 37. I am retiring between 7-8 years from now. If I get pushed out early or quit she is lined up. She is two levels away, so I plan on promoting her in next 2-3 years, sets her up perfect. But I got eye-roll at 7-8 years. But meanwhile my level is normally the youngest you can get it is 43-45.

How long has she been with you? $5 she’s gone in 5 years.

[Anonymous]

Anonymous wrote:If Boomers were really such great leaders, this wouldn’t be an issue because they would have appreciated all along the need to mentor people, develop talent beneath them, and plan for the company’s succession after they’ve moved on. To the extent there’s any kind of leadership crisis when Boomers retire, it’s due to an existing leadership crisis while they were there.

They have. You are just not in the plan.

[Anonymous]

OP, you are the one who constantly complains about working mothers being on your team and how to find out if someone is a parent. You are the one with a lot to learn about the workplace (starting with what's legal).

[Anonymous]

Anonymous wrote:I am in my mid 50s and have been at my agency for 20 plus years. I came in a gs-13 attorney and am currently what would be considered a career senior leader in my agency and an SES. My experience is that the people that work hard, have competence and produce get promoted. The dilettantes, to the extent there are any, are politicals that are here for a short time and move on and everyone gives them space to bring themselves down over time. Those that think they should be promoted and are not generally are not as good as they think they are. Yes, there is the occasional person that is retired in place but that is the exception.

I work at a small agency but I have spent time at much larger agencies on detail and do not think my experience at my current agency is unique.

Pp who wrote about careerist dilettantes. Interestingly, everyone involved is career and not political. What you describe is what I was used to at my agency. This turn toward the careerist dilettantes in the last year or two has come as a surprise to those who have risen via the cream rises to the top way of doing business.

[Anonymous]

Careerist dilettante PP, please tell me you use that phrase out loud at least twice a week at work.

[Anonymous]

Anonymous wrote:Careerist dilettante PP, please tell me you use that phrase out loud at least twice a week at work.

Never! People would know instantly whom I was speaking of. Though I will say it was a friend in HR who came up with it.

[Anonymous]

OP - When I retired I added, fired or pushed out to list. I only added retired as if the company paid me a boat load of money, loved me (fantasy land) I am still leaving work that day.

However, if I go usually everyone goes. My last job I was moved out do to a merger. However, I took one with me, rest of department quit or got severance by one year point.

So you have to be tagged a successor i system and be younger and lower paid to stand a chance in a meltdown or merger.

My older brother always lands on feet. He has been let go, quit or pushed out four times. He takes his crew with him. Some of his folks just follow him company to company and he takes care of them.

Sad there is less loyalty to company or boss today. Even if boss or firm is 100 percent honest and truthful