Key Insights
Senior Employees and the Workplace: A Se.Consulting Study for the Client
The client and Se.Consulting unveil the results of a study conducted among 1,003 employees aged 50 and over, focusing on their relationship with the workplace. This survey provides a fresh perspective on their professional expectations, personal aspirations, and outlook on the future in a climate of economic and social uncertainty. Additionally, 300 senior executives were surveyed to gain insight into their perceptions of employees approaching the final stages of their careers. Here are the key takeaways.
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Methodology
Senior Employees:
Online survey conducted from October 7–18, 2024, with 1,003 employees aged 50 and above.
Executive Management:
Online survey conducted from October 7–21, 2024, with 300 executives (decision-makers and middle managers).
Sampling
Representative samples were ensured using the quota method based on the following variables:
Executive Management: Industry sector and company size.
Senior Employees: Gender, age, industry sector, company size.
Senior Employees: Loyal to the Work Culture of the Past
- Older employees tend to see mostly negative changes in the professional world. Compared to the beginning of their careers, they believe there is less loyalty to companies (76%), fewer collaborative relationships among colleagues (61%), more demanding work conditions (55%), and a general decline in job interest (50%).
- Their perception of younger employees is also quite critical—they see them as less committed to the company (78%), more demanding (77%), and more detached from their work (74%).
Shared Expectations Between Seniors and Younger Employees
- When asked about the role of a company, senior employees prioritize job creation (50%), professional fulfillment (39%), and social value (35%). Interestingly, these align with younger workers’ expectations, although the younger group places more emphasis on social value (43%) than on personal development (31%).
- Both groups share similar top priorities: compensation (37% for seniors, 40% for younger employees) and improved working conditions (40% of seniors, 33% of younger employees). Seniors, however, are also looking for work that is meaningful and interesting (35%).
Being a “Senior” Can Feel Like a Step Back
- A majority of employees aged 50 and over identify as “seniors” in the workplace (56%).
- While 43% see the term “senior” as neutral, it carries a negative connotation for 38%, with only 19% viewing it positively.
- Many feel that seniors are undervalued in today’s work environment (55%), and 51% feel they receive less recognition now than at the start of their careers.
Mentorship: A Source of Recognition for Seniors
- Most respondents believe that seniors could be better integrated into the company by being given mentorship or knowledge-transfer roles (57%).
- However, not all older workers want this distinction—over a third (37%) prefer to be treated equally, without a specific role based on age.
Retirement: A Milestone That Calls for Support
- Retirement is a concern for most employees over 50—78% think about it occasionally or frequently. While many anticipate a sense of relief, nearly a third (31%) express financial concerns about it.
- A large majority (79%) support the idea that companies should help employees prepare for retirement, and 32% expect to receive information from their employers regarding retirement planning and benefits.
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