04:05 Issue 14

It’s a bit like Succession . In the show, a powerful patriarch keeps holding on to control of his company. Not because he wants to forever, but because none of his children seem fully ready to take over. They’re smart, capable, ambitious — but they’re unsure. Unsure of each other. Uncertain of the system they’re inheriting. And unsure if they even want to lead the company as it is. That’s what we’re seeing in the workforce. The baton isn’t dropped. It’s just... suspended. The mature workforce is still in motion, waiting for a confident hand to take over, while the emerging generation hesitates, watching the race, not quite convinced it’s the one they want to run. Bottom line: We Need to Act Today for Tomorrow Letting mature workers stay in the workforce longer might seem like a short-term fix, but it won’t save the system.

Applicants over 70 need not apply. Experience and a blood pressure monitor required.

This isn’t just a demographic crisis; it’s a crisis of expectations, lifestyles, and values. If we want to prevent the collapse of social security systems, we’ll need: Work models that the emerging workforce wants to be part of Retirement systems that allow mature workers to leave work with dignity And policies that fairly share the burden between generations Otherwise, soon we might see job ads like: “Applicants over 70 need not apply. Experience and a blood pressure monitor required.” Social security systems survive not just on

numbers, but on trust between generations. And that trust is quietly eroding. So why is the younger generation avoiding work? Let’s not blame them; they’re smarter than we were in many ways. “I want to contribute, just not by spending all day at an office. Some jobs simply aren’t worth giving your life to.” So, it’s not about laziness. It’s about the feeling of meaninglessness and inefficiency. The emerging workforce doesn’t want to sacrifice themselves for systems they feel no connection to.

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ISSUE 14 GLOBAL PAYROLL MAGAZINE

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