Be kind to people, and take good care of the generations’ mix in the new state that is formed

Lately, I have come into contact with several middle aged executives, who lost their jobs in the last few years, each for different reasons, usually not related to their personal performance, but mainly to other external factors.
At the same time, from what I see and hear, it is very hard, if not impossible, for many of them to re-enter the labor market. I hear and watch stories of ex fellows, and I understand that someone has to be at least a Rocky Balboa … not to lose himself/herself along the way and manage to rejoin.
What I realize is that in recent years there has been a peculiar form of discrimination in the market regarding this category of executives. In this case, the discrimination, which is done in a quiet and shadowy way, has nothing to do with gender, color, or disability, but with age.
For better or worse, for better in my opinion, organizations have decided to involve the new generations of millennials and Z’s more dynamically in the hierarchical management ladder. So far so good.
From what I observe, however, I realize that in several cases we are starting to reach the limits of exaggeration, with a large number of capable executives being driven out of companies and the market.
But companies have responsibilities to the societies in which they operate. On various topics and at various levels. In this case it is their responsibility to get the new generations on board, but at the same time to maximize the social and corporate value and impact, by developing and creating the optimum blend in relation to the drive of youth together with the attitude, knowledge and experience of the older generations.
In fact, we need them all, and we have not an inch of good attitude, talent, knowledge and experience to spare.
In addition, we should not underestimate the fact that once let go, experienced staff are hard to come by, and skills grow rusty.
Therefore, generations must walk together in a smooth transformative way, and in no case separately and with out of the blue unpleasant and unfair treatments.
Nowadays, these issues become more and more relevant and important, as social pressures are increasing globally and the great resignation breaks out in anything that does not contribute fairly and positively to societies and the planet in general.

So, be kind to people, don’t cause pain as much as possible.
Be really a Great Place To Work!
…

But this analysis is on the side of the companies.

However, in order to be fair and objective, a corresponding approach needs to be taken on the side of these executives who have been negatively affected by this whole situation.

And I say this because there are not a few cases of executives who, despite the fact that it is now obvious that the conditions in the labor market are changing dramatically, they themselves do not have the adaptation reflexes required in order to get out of the impasse in which they have found, and they still play in a given way, the way they know, the way they feel comfortable most.  But unfortunately, this doesn’t work anymore.

So how should executives adapt their entire approach?

Below are some simple recipes resulting from my own empirical observation in the field.

• Spend time on self-awareness and recognizing the situation you are in by reviewing your entire life and professional journey.
• After this very useful process, come to some key lessons learned. This will help you a lot in the future.
• Identify your strengths and weaknesses during the process as an experienced middle-aged executive.
• Set a specific measurable goal for the next step in your career.
• Work on a specific action plan to achieve this goal.
• Live as if you’re already there, to understand what it’s like and what it takes to succeed in your big new endeavor.
• Be flexible in the goal you set. You may need to take a step back from your previous situation (smaller role, less money, smaller company, etc.). Always remember that the purpose is to re-enter the job market. Don’t be disappointed if you find closed doors. You may have to knock on 1,000 doors, but it will be enough if just one opens. And if no door opens, maybe you should make your own door, your own company.
• Identify your strengths and weaknesses during the process as an experienced middle-aged executive.
• Anticipate the bias, highlighting during the discussions the advantages you have, which can provide value to the new organization.
• During the process, because it will probably take time and it will be psychologically difficult, take care of yourself, your psychology, your health and your mood.
• Refresh and develop your professional network and connections, and keep your knowledge and skills updated.

What other ideas or thoughts can you add? Please leave a reply.

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