Some days ago we mentioned a Forbes article which set out a number of “sneaky ways” employers fire older employees. The “suddenly stupid” tactic was one which was noted.
Geoffrey Mort, a New York lawyer wrote: “This tactic is hardly confined to Forbes. We hear about it all the time; it may well be the most prevalent way today of forcing out older employees. If an employee’s performance is still good, what more logical approach is there than to construct a phony paper trail of exaggerated, distorted instances of mistakes and petty wrongdoing?
This “sneaky way” isn’t just used against older employees either. It’s a favored strategy to dispose of any employee who is a strong performer, but because of his disability or some other characteristic you just don’t want around anymore. This approach isn’t really all that creative, and is vulnerable to evidence that shows how trivial and contrived (and, obviously, pretextual) the supposedly grievous infractions are.”
Ilana Leeds, a media publishing/education professional in Victoria, Australia commented in the LinkedIn group Bullying, Harassment, discrimination UK: “Older employees are expensive and companies would rather train their younger, less experienced and cheaper employees in their approach to business. It makes sense. They can mould the employee to suit their needs and that is harder to do with older workers. The advantage of older workers is that they are far less needy in terms of supervision and they are able to take a project and run independently with it, whereas a younger employee may need guidance.
By the same token there are younger employees who are far more creative and energetic where as some older employees are just coasting along to retirement and their heart and passion is not in their work.”