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Shoved out to pasture
My team changed dramatically to where we're getting loads of bright young talent which is great! Now it's so saturated with young people, that's all management likes. No one who is over 35 gets any projects or included in anything. Our company loves to promote the young through various programs such as young leaders, etc.
However, forgetting your core seasoned people is also wrong. I haven't had a project for a year, and was admonished asking for training and projects that I see thrown out like candy during martis gras parade.
Any advice? I don't want to leave and see many of us in same pasture. Old dogs enjoy learning too!
Anonymous
10/12/20 at 1:58PM UTC
I have been in that situation and survived. It involves looking at yourself. We all have strengths and skills that got us to where we are. They are valuable to us, but they may not be what your company needs right now. If the company is hiring different people what is the skill set these new people have? It might be they are able to use more current technology or use a different project management skill. Getting outdated happens in a flash. See if you can get a job description to know what your company is seeking. If you have set on staying you need to update you too.
Joi Disroe
Living the "joie de vive
13
10/11/20 at 2:57PM UTC
This is unfornately going being passed around like cheese and crackers. Older employees are pushed aside and not valued in many organizations today. I agree with many of the responses above. I would first valuate what DO YOU want to do with your career? Do you want to continue with this company and if so, how can you build the relationships with the manager and younger co-workers? As you are trying to figure this out, you also should be thinking about a pivot and Plan B and C for the duration of your career. I've been there and loving my new pivot.
obe
460
10/11/20 at 2:41PM UTC
This is a tough topic especially thinking about being tossed out to pasture in the age of Covid. Employees are being thrust out like old newspapers so having a backup plan is useful when it becomes our turn. Polish that resume, have on hand a reputable headhunter or recruiter for when the time comes and sit back and try to relax. Gone are the days when our services would be rewarded with a gold watch or recliner - even a dinner - for a job well done. Instead we have to make sure to have a cushion for when we’re tossed out on our asses.
Marinette EspartinezTax Manager
32
10/11/20 at 11:19AM UTC
Our department is in a similar position. I on the other hand is not so persistent about getting promotion and projects. As long as I feel valued and felt contributing to the organization. Until recently, before the start of covid-19, I was told to report to this young manager who in terms of my old boss experience, character, and attitude towards subordinate has nothing to compare to. It derailed my current position and has almost me tumbling over, particularly that, this young boss seems to blame me for everything he seems connected to my work.
Anonymous
10/10/20 at 9:09PM UTC
After 25 years in the classroom, I was ready for a change, partly because, as part of the old guard, I frequently saw the young, hip new teachers get the advantages while the committed workhorses were appreciated but patronized. I took a position in communications and marketing and love it. Recently, my position was transferred to a different department. My relatively young boss had been hired just a little before I shifted his direction, so I actually know a lot that is very valuable to helping him succeed; conversely, he is good about teaching me what he knows. We work well together and have a pleasant, professional relationship. Yesterday, he asked me how long I thought I would give this employer before trying something new. I was frank with him and acknowledged that, at my age, job hopping isn’t wise and that, since I really like this new career, I’m determined to do my best, stay put, and draw a decent pension. But when I asked him the same question, he expressed far less commitment— he’s on a stepping stone. It does seem odd that those more apt to give dedicated service get less regard, less opportunity.
I told him that I wanted to learn as much as I can from him so that I can do his job when he cuts out. He smiled and nodded.
Audrey Kirsch
1.47k
10/10/20 at 6:55PM UTC
You need to find out for sure why you are not getting new projects. If it’s definitely an age thing, you need to make management say so. You need to let management know the ways you are an asset to the team. Make your own projects if possible or go online to get training if the company doesn’t offer it. If they still overlook you, you must decide why you want to stay with the company. If you don’t have a good reason, you should look for another position somewhere else .
Pamela Othen
112
10/10/20 at 4:08PM UTC
Age discrimation is alive and well, even outright rampant with our current global pandemic situation. There are companies leading the way on inclusion and diversity and make that their mission statement. I would recommend pursuing opportunities with those respected employers.
Kathy PetersFinding, celebrating the greatness in everyone
36
10/10/20 at 2:03PM UTC
Why not recruit one or two of the newbies and partner on creating a project or proposal? Go together to present it to the boss. It showcases both of your teamwork abilities across generational lines and your initiative.
Anonymous
10/10/20 at 1:32PM UTC
The cruel truth is that what you’re describing is age discrimination in the work place and it’s full on illegal. Companies who do this should have legal action brought against them. As you might expect, it’s hard to prove and if you’re the one stirring the pot, you will probably be the first to get tossed out the door.
Here is what I’d do as a FIRST step. I’d find a piece of literature (a paper, a pamphlet, something that makes the point clear) and make a copy or leave a copy in a strategic place, where leadership can see it. Be anonymous about the placement but if someone approaches you, take the opportunity to open up a conversation about what is taking place.
Mary MetskerDirector of Talent Acquisition
52
10/10/20 at 1:13PM UTC
I would suggest you get out of there. 35 is not not old, and no matter what your age, all contributors deserve to be treated with respect and value for their merit alone. If you are indeed adding value (which I believe you are) then they have no reason to leave you off projects, except for discrimination.
Is it fair to assume you might be in a start-up environment? While fun and exciting, I have found, in my experience, that startups don’t have a lot of policies in place to protect against this sort of thing. I might recommend applying at well established companies, where they have a developed employee Culture, management training, value diversity, etc. You’ll have a much better experience in one of those environments.
Lastly- you are valuable. You deserve to be respected, developed, and included. No matter what.
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