When you are over thirty-five and suddenly face the dilemma of losing your job, you may feel depressed or even doubt your abilities. But you're not the only one facing this, in fact, many companies tend to lay off employees over the age of 35.
So why do most companies make such a decision? This article will explore this problem from multiple angles and look for why.
A culture that advocates youthfulness
Nowadays, with the rapid development of technology and the increasing competition in the market, many companies are beginning to promote a culture of youth. They believe that younger employees are more dynamic, creative and adaptable, and better able to adapt to a rapidly changing business environment.
As a result, they tend to recruit and retain younger people and lack patience and confidence in older employees. The rise of this culture has led to an increase in the flow of younger talent, especially for those over the age of thirty-five, who are often at risk of being laid off.
Meet the needs of new technologies
With the rapid development and upgrading of science and technology, many new technologies have gradually become the mainstream of the industry. For example, technologies such as artificial intelligence and big data analysis are profoundly changing the way industries work.
The introduction of new technologies means that companies need to develop the skills and knowledge of their employees in step with the times. However, older employees tend not to be as adaptable to new technologies as younger counterparts, making them appear relatively backward in the eyes of the company.
In order to adapt to the needs of technological developments, companies will be more inclined to recruit young employees who can quickly master new technologies.
Cost considerations
In addition to advocating youthfulness and technological needs, cost is also an important consideration for the company's layoffs. Older employees often have higher salary and benefits requirements, which increases the company's operating costs.
At the same time, companies also believe that younger employees are more likely to achieve high performance through low wages, as they are generally more willing to take on more challenges and overtime.
Therefore, in order to reduce costs and increase efficiency, companies may be more inclined to lay off older employees.
Lack of opportunities for development and promotion
Some companies have limitations when it comes to promoting and developing employees internally. They may be more inclined to select younger employees for higher-level positions and fix older employees in lower-level positions.
This situation has led to bottlenecks in the career development of older employees, who feel unable to improve and develop. This unfair system can trigger a wave of departures and the risk of layoffs for older employees.
How to deal with this problem
For employees over the age of thirty-five, the threat of layoffs is a reality. But this is not the case for all companies, and some also value the experience and stability of their employees.
Therefore, in the face of this problem, there are some strategies we can adopt to increase employment competitiveness. For example, we can continuously learn and update our skills to keep our expertise at the cutting edge; At the same time, we can actively participate in industry activities and social circles to expand our network resources.
In addition, we can prove our worth through our capabilities and results. These efforts will help us remain competitive and stable in the workplace.
While losing your job at age thirty-five may be frustrating, we must recognize that this is a phenomenon, not an exception. I believe that as long as we work hard, the sky of crosstalk will still open the door for us!