Opening a business is a multi-faceted journey. Beginning with creating an idea that will draw in the customers and then drawing up a spectacular business model, starting a company can be one of the most exciting times in your life. You may be bringing a long-term dream to life, or perhaps you are working with a group of partners in a new and unexpected venture. Chances are though, one of the biggest questions will be how you can put together the best team; after all, you can work night and day on your new venture, but eventually you will need help. And if you are a first-time business owner, you may find that while managing a team is extremely rewarding, there can be a steep learning curve—and numerous challenges.
For many, the employer/employee relationship turns into one of friendship and even family. This isn’t surprising considering the number of hours spent together, and often ‘in the trenches’ as work is busy—and sometimes stressful when there is a sense of urgency to get a big order out to the customer, or to finish a difficult and long-term project. Having a team that fits together and works well as one unit is integral to the success of a business. Invariably, your staff will be made up of a group varied in personality, race, sex, and age. And while the last thing you want to do is be accused of any actions remotely close to discrimination, you may have concerns about how to address the needs or limitations of employees over 65.
If you are significantly younger than some of the team members you are managing, that can be an important dynamic to address right away. In taking time to get to know everyone you work with and treating them all respectfully, you should be off to a good start. Communication is key, and strong skills in this area will help collaborations on projects go more smoothly. And while tackling the differences between the generations and their working styles is crucial, what about aging members of the team who may have health issues and require special accommodations? Health insurance costs can be an issue as working seniors are likely to require more medical care, but keep in mind that they probably will not have multiple dependents—and won’t be likely to take time out for family leave like younger employees just starting families will.
Your office should already have accommodations for the disabled—and while seniors may eventually need to use wheelchair ramps or require elevators more, this type of assistance can be valuable for all ages. Some of the older employees (as well as the younger!) may have increasing difficulty with hearing or vision issues, and they may be slower in pace—not only in mobility, but in regards to some training issues too; for example, they may not be familiar with some of the newer technology—or, they may be innovators themselves who are better versed than the younger employees. It is important to understand also that seniors may be more focused on health and retirement plans and may need time off to take care of older or ailing spouses too.
Many companies seek out retired individuals and seniors to fill out their teams. They often have extensive expertise and may be retired professionals that bring relevant experience to the workplace. If you have concerns about employee issues, consult with Attorney Shane Coons. Our law office represents clients involved in a wide range of businesses and legal issues, and we would be glad to review your case and help you explore your options. Call now at 949-333-0900 or email us at Shane.Coons@seclawoffices.com.