1 Comment

  1. I’m confused. Nothing is said in the above article about the employee’s competence in the job. There seems to be an underlying assumption that and increase in age equals a decrease in competency, productivity and contribution to the organization at an older age (above 55 or 65?).
    Talent is talent. The focus should be on performance, competence, and contribution. Quite honestly, we have an individual who is 76 old and contributes to our organization at a much higher level than her 28, 32 and 40 year old counterparts (none of which are poor performers). We want this individual to stay and continue to mentor and add a great deal of value to our organization in her current role, not in a lesser role.
    BTW, I am not 55 or 65, I am just believe in focusing on contribution and performance instead of age.


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