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[quote=Anonymous][quote=Anonymous][quote=Anonymous][quote=Anonymous][quote=Anonymous][quote=Anonymous]I’m 56 and would absolutely love to be 36 and consider that young, or at least younger. You sound like you have some kind of problem or a chip on your shoulder. And what you are missing is that to the 36th and 38-year-old, you are OLD. [/quote]

Old meaning this. The 36 year old with two kids thinking of a third died to child care, husband, life in general takes full advanced of remote three days a week, Flex Time so comes in early leaves early when in office two days a week. Can’t work one second OT or come in one second early and remote  days same thing. all fine.

Trouble is I can’t mentor her, get her better trained, take on extra work properly to get her promoted up as a proper succession plan, other trouble the younger staff who report to her are in my office all the time so I am supervising and training them. I have done interviews new staff, staff lunch, regulator meetings without her all fine. But the old people who are crapping out soon is she the answer?

Guess what I saw her resume and this lady was a go getter from 21-29. My 38 year old guy same thing. Yet both thing they are the type of younger people we need. Guess what I want to hire both of them in their 22 year old version. Get a good 8 years of work out of then perhaps. 
[/quote]

What do you think is going to happen to the 21 year olds by the time they reach 36? I'm sure you think it won't be your problem anymore by then, but I can assure you, they either will have found something better, or will be preparing for retirement too after working over a decade in your crappy organization. What has happened is people have realized these companies dont give a crap about people, so they dont see any reason to bend over backwards to devote a whole lifetime to them. [/quote]

I want a 30-40 year commitment. All my “younger” staff past and present I am still involved their careers and mentor. I will meet for lunch, phone call, video chat, text, give recommendations and job leads.

And my old bosses keep in touch and help me in my career.

The middle aged 36 year old job hoppers are plain stupid. I had one of them last year quit after 9 months for a 20k pay increase some crap firm.

I told him dude I was going to promote you at year end then do another year or two I could promote again. At that point I know people could easily make a call get you 100k raise and perhaps lead to career making 200k to 300k a year more for life.

His high pay crap job govt contractor thing about to do layoffs. [b]He basically said to me well I don’t trust you or company to do right thing so looking out myself.[/b] 
[/quote]

I'm sure your company is a great employer who actually follows through with what you say just like it was the 1950s. However, I got snowed, used up and restructured/private equitied by three different companies when I was younger. It is interesting to see a lot of kids adopting the attitude bolded above so early in their careers. It took me until my 40s to realize that [b]truth[/b]. [/quote]

We have the largest amount of boomerang employees I ever heard of. I say 1/3 of management left and came back. Also in history of company never a lay off. It is a job for life. Nicest company I ever work for.

However, hard to move up if people don’t quit. I mean one person just made manager after a 20 year wait from staff. Hence the boomerang. They go elsewhere for 5-15 years and when boss finally retires they come back.

I was suprised the guy last year and a year before new hires I hired literally both blew up the bridge, burnt down the city on way out the door. It was their middle age distrust. One was 36 and other 49. The 21 year old new hire trusts and wants to learn. The 60 year old new hire happy to have a job that is stable.

But a disillusioned 36 year old with kids who has bad experiences prior job, unsupportive spouse, sick parents to deal with is not young.

Hence at our BBQs, happy hours, baseball games fun stuff a lot of staff under 34 with no kids and people over 54 with no young kids to run home too. The middle is useless and ironic the lady and guy thinks we need to attract more of that. No we need younger. Gen Z starts 1997 and I am a boomer. By time my retirement comes Gen Z will be old enough to take my job, the millennials and genx x won’t be around anymore in 2030. Too fragile. I love Gen Z. I had 40 of them my last job. For instance I was up late Sunday night around 1 am and slacked one. She slacked back we did our crap quick, she was laughing and slacked me 3 am next week. Funny i woke up to take piss and answered. She was laughing. Later at W hotel I met up my young staff and we partied hard to four AM in NYC at an offsite.

So much energy. I learned 10x what I thought them, my broken down 36-45 year old staff are sad. They log off at 4 pm and are most antisocial people in world. They even look like they hate  each other and logging on is a punishment.

Paternity leave or maternity leave, my last job we had in my dept four people over 55 and 50 people under 29. The energy was amazing, I say average age was amazing.

The women when I said I wanted younger at 36 she thought she was young but my staff some had 45 year old moms. She was to then almost as old as their mom.

But in her head she is young [/quote]

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