It is an undeniable fact that when we come to work, we bring our personality with us. It is also true that our personality changes as we grow older. we think this is happening, and science tells us that it is so.
Our personalities don’t just change. There seems to be a specific age at which we become our ‘true selves’ – when our personalities are at their most stable. According to recent research, it occurs around the age of 50. Researchers used to think it was in our 30s. But that’s not the case, according to this latest research.
As we approach the age of 50, it becomes increasingly clear to us who we are and what matters to us. As a result, we gradually choose only those environments and social roles that we think fit and reinforce. Considering our entire employment journey, at the age of 50 our work environment is likely the closest reflection of ourselves.
What does this mean for you as a business leader? This means you can harness the power of your employees’ changing personalities to curate a work environment that is not only suited to their psychological preferences at any given time, but (as a result) beneficial to your lower strata. Is.
Here’s how to do it, backed by science.
find your ambassador
Because they will be better self-selecting in their ideal work environment than most of your other employees, employees in their late 40s and early 50s may be working at their most stable.
This means they are secure with who they are, have built stable internal and external networks, and are well aware of your business. they are your greatest ambassadors, and are best position To represent and advertise your company’s ethos.
celebrate in a meaningful way His knowledge and life experience. offer them Incentives who show that you actively value potential and Membership They can provide that to the rest of your team. feeling appreciated Their motivation, initiative and loyalty will increase.
listen to newcomers
according to niche selection principleWe strategically favor and choose those aspects of our environment that are beneficial to us.
Applying this to the workplace, junior employees (Gen Xers entering the workforce) will seek environments, assignments and promotions that most closely match their most natural skills. In this way, they are opting for future stability in their roles – and in their personalities.
Pay attention to the kind of opportunities they look for. This will provide foresight about the kind of employee they will become and allow you as their employer to curate a better engaging employee experience.
result increased employee retention, because they will be more motivated to finish what they started. This is a surefire way to lock in future ambassadors and predict the future trajectory of your talent pipeline.
prepare for what comes next
What happens after 50? Perhaps surprisingly, research shows a decline in personality stability at this age. Our physical and cognitive health may change, we may have fewer people to support us financially, and we naturally begin to shift our priorities to align with our post-retirement goals.
This instability sometimes results in retirement worries And a loss of identitywhich affects work productivity. You can help your employees gain their confidence by teaching them new skills relevant to their new priorities.
This means hosting workshops on post-work Financial Planningprovide opportunities for community volunteeringand highlight the value of your experience by establishing mentor-mentee programs that go beyond the employment contract’s expiration date.
You will see a revived enthusiasm for work, a renewed sense of purpose, and a long-term loyalty to your company.