Retirement seems like a pretty crucial process in the economy. If we set things up so that people can’t retire, that will slow down the process of getting the next generation into their positions. I do know some folks who have, instead, semi-retired (go in one or two days a week). People at the end of their careers have lots of experience to pass on. And it seems to keep them active and healthy. I wonder why we haven…
> I wonder why we haven’t seen a growth in 1-2 day a week mentorship roles. If I had to hazard a guess I would say that most people in this position feel like they should get paid 50% of their previous salary for doing 20% of the work (and limiting their scope largely to mentorship rather than IC work), and with the combined scope reduction of both time and work performed, their employers would rather pay them even l…
But effectively, yes, they're keeping high-performing older talent around so some hard won lessons rub off on the youngsters.
I always thought companies should spend more time broadly categorizing employee allocation. E.g. this year you're going to be 20% mentor, 20% strategic advice, 60% IC
Everyone wears multiple hats in a healthy company, and part of the ageism problem is that the only management-visible hat is "work produced."