This month we explore the plight of millions of midcareer employees who feel burned out and stalled, bored and demoralized. In "Managing Middlescence", Robert Morison, Tamara Erickson, and Ken Dychtwald show how many employees are suffering from this phenomenon of "middlescence" and propose six strategies for revitalizing their careers. We hope you'll appreciate this "Cliff's Notes" version of the information as well as my addition of some questions to get you thinking about how to implement some of the ideas discussed. If you enjoy this newsletter, please forward it on to someone else who may appreciate it as well. Companies need to find ways to rekindle the fires of this vast, neglected group of people -- or risk losing them altogether. Midcareer restlessness is a phenomenon the authors call "middlescence".
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Below are the available bulk discount rates for each individual item when you purchase a certain amount. Publication Date: March 01, This article includes a one-page preview that quickly summarizes the key ideas and provides an overview of how the concepts work in practice along with suggestions for further reading. They make up more than half your workforce.
They work longer hours than anyone else in your company. From their ranks come most of your top managers. They're your mid-career employees, the solid citizens between the ages of 35 and 55 whom you bank on for their loyalty and commitment. And they're not happy. In fact, they're burned out, bored, and bottlenecked, new research reveals. One in three is not satisfied with his or her job. One in five is looking for another. Welcome to middlescence. Like adolescence, it can be a time of frustration, confusion, and alienation.
But it can also be a time of self-discovery, new direction, and fresh beginnings. Today, millions of mid-career men and women are wrestling with middlescence--looking for ways to balance work, family, and leisure while hoping to find new meaning in their jobs. The question is: Will they find it in your organization or elsewhere? Companies are ill-prepared to manage middlescence because it is so pervasive, largely invisible, and culturally uncharted. That neglect is bad for business: Many companies risk losing some of their best people or--even worse--ending up with an army of disaffected people who stay.
The best way to engage middlescents is to tap into their hunger for renewal and help them launch into more meaningful roles. Perhaps managers can't grant a promotion to everyone who merits one in today's flat organizations, but you may be able to offer new training, fresh assignments, mentoring opportunities, even sabbaticals or entirely new career paths within your own company. Millions of mid-career men and women would like nothing better than to convert their restlessness into fresh energy.
They just need the occasion--and perhaps a little assistance--to unleash and channel all that potential. If you'd like to share this PDF, you can purchase copyright permissions by increasing the quantity. Home Articles Organizational Development.
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Emerald Group Publishing Limited. Morison R. Findings - Gives reasons for this trend, noting that many of those aged between 35 and 54 are dealing with career bottlenecks as organizations restructure, whilst simultaneously coping with the pressures of looking after children and ageing parents in dual-career households. Points out the challenges this poses for employers and proposes six strategies for revitalizing careers. Advises organizations to begin by removing barriers to occupational mobility and identifying those employees whose skills they need to retain.
Burned out. That's the current lot of many midcareer employees—those 35 to 54 years of age. And many lament that their workplace offers few opportunities to try new things. If your company's like most, midcareer managers and employees make up half your workforce. Neglect their discontent, and you risk losing valued performers who seek exciting work elsewhere.
Midcareer employees and managers, who should be at their peak of productivity, are the most disaffected segment of the workforce. Companies need to find ways to rekindle the fires of this vast, neglected group of people—or risk losing them altogether. They make up more than half your workforce. They work longer hours than anyone else in your company.
They make up more than half your workforce. They work longer hours than anyone else in your company. From their ranks come most of your top managers. They're your midcareer employees, the solid citizens between the ages of 35 and 55 whom you bank on for their loyalty and commitment.