Bryan Carlson, manager at Circle Automotive in Clovis, said that it’s been a while since the business has had an older employee, but that depending on the position, he would be open to the idea as well. Photo by Ben Hensley

As the years tick by and generations pass through the workplace seeking the greener pastures of retirement, a new survey says that older Americans may be seeking to hit the workforce once again — and local employers seem to welcome the idea with open arms and only a few caveats.

A recent study conducted by national employment solutions firm Employco USA showed that one in eight retired Americans will seek employment in 2024. Those aged 60 to 69 — the Baby Boomer generation — primarily said they needed to supplement their retirement.

They needed the cash.

“Retirement is becoming unrealistic for most Americans,” said Employco USA President Rob Wilson, adding that the lack of a safety net through pensions, investments or other financial back-up plans are leaving older Americans unable to make ends meet after retirement.

An analysis of the study, however, revealed that many in the younger generations — specifically Millennials and Gen Zers — push back on the idea of working with Baby Boomers.

A recent article published by the Society for Human Resource Management (SHRM) hints at the two generations seeking gratification in two very different ways, with those from the Baby Boomer generation seeking job security in contrast with Gen Zers, who predominantly seek a cause that they believe in.

Both the study and the SHRM article add that differences between styles of work and communication, with younger generations more reliant on technology than older generations, help to further the potential divide in the workplace.

“Employers can help support the older generation by offering more hands-on training and by having staff members who can help with the onboarding process,” Wilson said. “Younger generations might indeed have a more natural intuitiveness when it comes to technology, but Boomers can bring something just as valuable to the table: Decades of experience and a commitment to working hard.”

Local employers are open to the idea of working with older generations, highlighting their work ethic as well as the potential benefit of working with seasoned employees.

It definitely depends on the industry, but local employers are not shying away from the idea completely.

“I think that if they have the work quality and the work experience, there’s no reason that they can’t work,” said Matthew Souder, executive chef at Old Town Cafe in Clovis. “For me, I look at what’s in writing, but also how you are in the kitchen…it’s not until I see it that determines whether or not you’d be a good fit here.”

Souder added that the additional life experience possessed by older generations can be beneficial in the workplace and that, despite their oldest employee clocking in at 45 years old, he would be open to the idea of working with older generations, adding that their ideas and background can influence positive change in the workplace.

“It just allows more ideas to be born,” he said.

Other industries however, would need to be more specific in their hiring process, in particular industries that include a higher risk of injury.

One of those industries is the automotive industry. Bryan Carlson, manager at Circle Automotive in Clovis, said that it’s been a while since the business has had an older employee, but that depending on the position, he would be open to the idea as well.

Carlson added that, while the business is open to hiring older employees, the oldest employee he has seen in his approximately 20 years of employment was 58.

“Generally speaking, if I had to put a percentage on it, probably less than one percent of our workforce in the past 20 years have been in that age range,” Carlson said, adding that the reason that the business hasn’t hired anyone in the older age range is due to a lack of applicants.

Carlson added that the benefit of an older workforce is the potential for experience, with older employees bringing a wealth of knowledge and experience to the industry.

With that age and experience, unfortunately, comes liability.

“Out in the shop, that plays a big factor because it’s a physically demanding job,” he said. “So being able to keep up with a high-production level; and then there’s of course the liability and the risks that come with that.”

Souder echoed that concern to some degree, citing the potential for illness and health-related absences potentially affecting workflow.

But overall, both Carlson and Souder agree that the potential for older employees has its benefits, with older employees facing a higher risk of physical challenges just as younger employees face challenges based on lack of experience or immaturity.

“Sometimes older people forget their shifts, but so do younger people,” Souder said.

Wilson said that despite the potential difficulties in training older employees to use new technology – something long believed to be used as justification for preferring younger applicants over older applicants – with the potential influx of older employees, younger workers will need to adapt.

That starts with cultivating a welcoming environment for all employees.

“People don’t realize how harmful jokes about Boomers can be,” Wilson said. “Everyone has value, regardless of their age, and it’s important to be on the lookout for ageism as retirees return to work.”