In Eastern tradition, elders are a source of wisdom. Empowering them is not just a human resource strategy, but a form of organizational courtesy and blessing. Although this custom may not be practiced in all Eastern countries.
In Japan, for example, the norm is for senior citizens to be respected. However, in the workplace, senior employees are sometimes marginalized in ways that can be brutal.
This is not a conscious decision. In Japan, companies are constrained by social values and laws that make firing employees very difficult. Historically, this led to the phenomenon of madogiwazoku - which can be loosely translated as the tribe or group that sits by the window.
Usually, because their services are no longer needed, while the company cannot or does not want to fire them, employees on the verge of retirement will be given a comfortable place near the window to spend their working hours. Perhaps one of them is to read the newspaper until the end of working hours.
However, as the Japanese economy has had to deal with years of recession, and increasingly fierce global competition, many Japanese companies find themselves with more staff to lay off immediately than can be accommodated in a window seat.
So the way to get rid of employees who are nearing the end of their time is to make them feel at home in the office.
The term oidashibeya, is a more extreme madogiwazoku. These, near-expired employees, are usually placed in a room, often without windows, where they don't have to do anything.
Often, their business cards are confiscated, and they are forced to perform menial, boring tasks, or even not given a job at all. The goal is that with ties to colleagues restricted, work stripped away, the employees placed there will eventually quit out of embarrassment and boredom.
That's the phenomenon that may be unconsciously happening around us. Over time, senior employees begin to be less empowered. Of course, there are many reasons, from health perspectives, to skills that are no longer compatible with the times.
This is where today's companies can go wrong. They sometimes make unwise treatment to employees who are about to retire. This should also not need to happen, if a business organization can make plans and anticipate the career path of the employees in it.
In the philosophical space, it is necessary to realize that if everyone understands about balance, in the context of the relationship between seniors and juniors, between the old and the young, the young must respect, while the old need guidance. That way, the organization will grow in balance.
Senior employees can be the keepers of the institution's memory, at least in extracting lessons when the company faces problems. Involve these seniors in mentoring, process documentation, and training the younger generation.
Their experience is gold for the company. Hence the need to establish a reverse mentoring program where they share their experience, while juniors can learn new technologies or approaches.
An experienced person usually also has a mature, unemotional opinion. So it is necessary to frequently involve senior employees in drafting SOPs, reflecting on work culture, or digging into the history of the organization. Age is not a barrier, but it is necessary to adjust the rhythm and responsibilities.
Therefore, strategic or consultative roles that are less physically demanding should be given to senior employees, not boxed in. If necessary, make room for part-time, remote, or project-based work.
Senior employees can be the guardians of ethics, work spirituality, and a culture of mutual cooperation. They will fit right in if they are involved in reflective forums, character building, or office social activities. They are value ambassadors who bring the spirit of meaningful work to life. Don't waste them.
