“We support companies and individuals in meeting the challenge of longer careers,” announces Wassila Louisa Djellal.
Indeed, the French population is aging, and everyone must also work longer. According to projections, by 2040, one-third of the workforce will be over 50 years old. This data implies a need to rethink how to manage and follow a professional career that will not stop at 60 but may extend to 67.
“Seven more years can feel like a long time,” points out Wassila Louisa Djellal. “So there are issues of engagement and meaning that one can give or not give to their career.”
Moreover, in companies, up to four generations can now coexist, which can create small intergenerational frictions, so it is essential to ensure that everyone can continue to work and communicate.
Finally, aging in the workplace raises many issues, particularly concerning health and discrimination. In fact, one in two employees reports having felt discriminated against professionally due to their age.
These are the issues that Les Infatigables aimed to address. First in companies, by offering conferences and awareness workshops to tackle and deconstruct prejudices.
Then, with training programs aimed at experienced talents, those in the last third of their careers. Employees will be encouraged to revisit their internal career projects, activate mobility, and work on their values and skills. “In fact, we will try to give meaning back to these last years, which are still very important.”
Finally, training modules to address all these intergenerational management challenges, as well as support for the career paths of job seekers. Indeed, the chances of finding work after 50 are twice as low as for the rest of the workforce.
“For experienced employees, there is a real challenge in giving back meaning, value, and feeling valued. For teams, it’s about working better together, managing these new frictions that can sometimes arise. And for companies, there is a genuine challenge in better managing this age pyramid, anticipating massive departures, job evolutions, and continuing to create movement within the company,” explains Wassila Louisa Djellal.
“Also foresee professional weariness, loss of meaning, disengagement, and ultimately put a spotlight on these issues, continue to invest in employees until the end because they still have a lot to contribute,” she concludes.
