Does age really influence staff turnover? What makes age different? To begin with, age does not affect the overall experience of the departing employee. There is clearly no significant link between life experience and the departure of an employee to observe.
However, there are some important differences in variables surrounding the manager(s) and other "Soft aspects" observable. The most important variables are explained below:
Atmosphere in the Department
As age increases, the outgoing employee is more critical of the atmosphere on the work floor. This proves to be significantly differently assessed by older and, in particular, voluntarily-flowing employees.
The same applies to cooperation with colleagues. When age increases, the rating among voluntary employees decreases. staff turnover of relatively older employees. However, the decrease in assessment is less pronounced in this area than, for example, the atmosphere in the department.
Also factors around executives seem to be influenced by age. These factors affect, in particular, industrial relations. This includes the degree of Guidance & support by managerial, managerial style, degree of feedback and assessment method. In particular, there appears to be a clear link between age and the amount of guidance and support. Employees who voluntarily leave the organisation and are older are found to be less in need of guidance or support from the supervisor.
Age-conscious personnel policy
Age does not appear to exert any influence on why employees voluntarily leave the organisation. There are, however, a number of clear differences within employment relationships in particular. Especially factors concerning the managers have an influence on the perception of the older employee. Ageing will play a greater role in our society in the coming years. This could be better anticipated by, for example, increasing the involvement of older employees. This could be done by thinking specifically about Age-conscious personnel policy within your organisation.
9 May 2014