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65歲還想上班,越來越多的美國老人延遲退休

JANET MARKOFF
2024-05-27

美國職場規則在過去5年中發生了巨大變化,而且也將繼續變化。

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2007年,我撰寫了一篇文章,力勸律所重新考慮其強制性退休政策。我寫這篇文章的部分動機在于,公平就業機會委員會(Equal Employment Opportunity Commission)起訴了一家律所,原因在于股權合伙人到了65歲之后就會被取消股權。然而,大部分原因還是因為受到了我當時89歲老父親的鼓舞,他直到65歲左右才進入了其職業的最佳狀態。此后他一直工作,直到78歲才不得不退休。在我看來,他比年輕時更敏銳、更受尊敬,而且工作效率更高。

今年晚些時候,我將迎來自己的65歲生日,因此我開始不由自主地回顧自己的一生,并審視處于職業轉折點的自己在目前的心態。我在Major, Lindsey & Africa從事法律獵頭顧問近30年的時間,該公司是全球最大的法律搜索公司。我最近被公司派往紐約辦事處擔任執行合伙人,該辦事處規模在全球26個辦事處中居于首位。作為公司內部一貫的高產者,同時有鑒于我的專長以及對公司職場大家庭深厚的感情,我認為這個任命的時機恰到好處,因為此時我剛剛進入了職業生涯的最佳狀態。

更長的工作年限

有這種想法的不止我一個人。美國勞工統計局(Bureau of Labor Statistics)預測,未來十年,全美勞動力增幅的57%都由美國老年人貢獻。人們的壽命變長了,因此可以工作的年限也變長了。然而,財務必要性并非是讓老年雇員繼續上班的唯一依因素。疫情讓勞動力市場發生了巨大變化,而且人們不得不耗費大量時間來認真審視其生活重心。在這一期間,我傾聽了多位資深法律專業人士的意見,他們已經開始重新評估其后續職業生涯的任職。誠然,此舉在一定程度上是出于對失去收入的恐懼,因為經濟似乎進入停滯狀態。不過,在一番思考之后,人們實際上可能更害怕失去其職業目標、參與度和圈子。

紐約律所Mayer Brown充滿活力、雄心勃勃的高級合伙人菲利斯·科爾夫同意上述觀點。菲利斯在職業生涯初期從事過教育工作,隨后成為了居家母親,她決定在35歲念法學院,并從紐約大學法學院(School of Law)畢業,最終成為了紐約一家知名律所的合伙人,一干就是33年。在其工作期間,律所實施了一項退休政策,讓處于退休年齡的合伙人擔任“顧問”一職。由于菲利斯非常享受獲得新客戶的過程,她發現新職務并不利于自己開發業務,并擔心客戶會將其看作“沒有什么話語權”的人。因此,她跳槽到了當前的公司,并在那里工作了五年多的時間,繼續開發和服務穩健的客戶群體,同時輔導和招聘更年輕的律師,并積極參加社區服務。

同樣,米奇·格斯曾在全球多家首要化學、制藥、化妝品和生命科學公司擔任法律總顧問一職,長達30年的時間。他最后的職務是在跨國醫藥公司Jubilant Pharma擔任法律顧問,長達八年,然后決定在2024年1月退休。然而,在“退休后”初期,米奇想到了道格拉斯·麥克阿瑟將軍1951年在向美國國會致辭時的結語,很簡單的一句話——“老兵永遠不會死亡,只是會淡出視野”。他意識到自己還沒有為“淡出視野”做好準備。米奇有著獨特的商業敏銳度以及“消化、思考和再思考”企業所面對的復雜法律問題的能力,而且他希望繼續發揮這些專長的愿望一如從前。截至發稿之日,米奇決定去尋找其他法律顧問職位,并在積極地探索新機會。

退休考量因素

做出是否退休的決定——以及是否對當前工作或承擔更多的工作感到倦怠,——并不是一件容易的事情。然而,我們的職場規則在過去5年中發生了巨大變化,而且也將繼續變化,因此,人們到了65歲這個可隨性而為的年紀之后會退休或想退休的推斷將不再成立。隨著人們向傳統的退休年紀邁進,在決定是否真的離開職場或迎接下一個挑戰之前,有多個因素值得人們去思考:

經驗無可替代:在機構內部,“智慧會隨著年齡的增長而增長”通常是一件稀缺商品。簡而言之,在一段較長的職業生涯中,你比年輕的同事有更多的機會來體驗最好的老師——失敗。這種經歷可能有助于幫助新生代規避過去所犯的錯誤,同時也能讓其有機會受益于你辛苦獲得的智慧。作為年長、經驗豐富的職業人士,防止出現失敗的努力將最終帶來未來的成功。由于在過去經歷過失敗,當遇到將逆勢轉變為順勢的機會時,你可能會更有動力,而不是心灰意冷。

通過減少工作時間來體驗一下退休或嘗試新的機會:如果你對工作感到不滿,在徹底放棄之前,不妨考慮在機構中換個崗位或擔任顧問一職。我發現,女性更容易出現這種感覺,因為她們需要付出更多精力來平衡家庭和工作生活。結果,我實際上發現有更多的女性會尋求加入董事會,尤其是非營利性機構的董事會,從而看看自己是否真的已經為退休做好了準備,還是說通過換一種方式來發揮其才干。此舉或將成為一個非常好的緩沖地帶,因為你可以花時間來全面考慮這個異常重要的人生問題。此外,也可以嘗試通過聘請職業教練來徹底弄清楚這個問題。

跨代指導:當然,更資深的專業人士可以指導或培訓年輕雇員,并將其培養成公司的下一代領導層。然而,反過來,老員工也可以從年輕員工那里學到很多東西,并進一步完善自身技能。通過這種方式,他們可以繼續獲得滿足感和個人進步,而這正是眾多員工希望從工作中獲得的內容。例如,千禧一代在職場溝通中會更直接和實際,他們可以幫助其前輩來打磨這一技能。通過留在職場并不斷成長,老一輩還可以為年輕一代提供一個間接的好處:耶魯大學(Yale University)的研究顯示,如果人們在年輕時就能積極看待自己變老這件事情,那么這類人的壽命比那些消極看待的人群平均長7.5歲。

多項研究顯示,人們在生活中的人脈和參與度越多,壽命就會越長而且越健康。在大部分職業生涯中,多數人每周工作40個小時,并靠工作來獲得財務安全以及至少一部分個人滿足感、目的感和成就感以及社會關系。老員工在職場上也能夠發揮大量作用,并學到很多東西。各大公司應前瞻性地留住和溝通這些依然愿意接受挑戰的員工。這對于涉及的各方都是雙贏的。確實,如果在合適的職場環境中,人們會感到更充實。既然自己已經變老了,那么為什么不選擇適合自己的職場環境呢?(財富中文網)

珍妮特·馬爾科夫是全球最大法律獵頭公司Major, Lindsey & Africa紐約辦事處的執行合伙人。她是公司合伙人執業組的成員,其安置的個人律師和律師團體橫跨一系列執業領域。

Fortune.com上評論文章中表達的觀點僅代表作者個人觀點,并不代表《財富》雜志的觀點和立場。

譯者:馮豐

審校:夏林

2007年,我撰寫了一篇文章,力勸律所重新考慮其強制性退休政策。我寫這篇文章的部分動機在于,公平就業機會委員會(Equal Employment Opportunity Commission)起訴了一家律所,原因在于股權合伙人到了65歲之后就會被取消股權。然而,大部分原因還是因為受到了我當時89歲老父親的鼓舞,他直到65歲左右才進入了其職業的最佳狀態。此后他一直工作,直到78歲才不得不退休。在我看來,他比年輕時更敏銳、更受尊敬,而且工作效率更高。

今年晚些時候,我將迎來自己的65歲生日,因此我開始不由自主地回顧自己的一生,并審視處于職業轉折點的自己在目前的心態。我在Major, Lindsey & Africa從事法律獵頭顧問近30年的時間,該公司是全球最大的法律搜索公司。我最近被公司派往紐約辦事處擔任執行合伙人,該辦事處規模在全球26個辦事處中居于首位。作為公司內部一貫的高產者,同時有鑒于我的專長以及對公司職場大家庭深厚的感情,我認為這個任命的時機恰到好處,因為此時我剛剛進入了職業生涯的最佳狀態。

更長的工作年限

有這種想法的不止我一個人。美國勞工統計局(Bureau of Labor Statistics)預測,未來十年,全美勞動力增幅的57%都由美國老年人貢獻。人們的壽命變長了,因此可以工作的年限也變長了。然而,財務必要性并非是讓老年雇員繼續上班的唯一依因素。疫情讓勞動力市場發生了巨大變化,而且人們不得不耗費大量時間來認真審視其生活重心。在這一期間,我傾聽了多位資深法律專業人士的意見,他們已經開始重新評估其后續職業生涯的任職。誠然,此舉在一定程度上是出于對失去收入的恐懼,因為經濟似乎進入停滯狀態。不過,在一番思考之后,人們實際上可能更害怕失去其職業目標、參與度和圈子。

紐約律所Mayer Brown充滿活力、雄心勃勃的高級合伙人菲利斯·科爾夫同意上述觀點。菲利斯在職業生涯初期從事過教育工作,隨后成為了居家母親,她決定在35歲念法學院,并從紐約大學法學院(School of Law)畢業,最終成為了紐約一家知名律所的合伙人,一干就是33年。在其工作期間,律所實施了一項退休政策,讓處于退休年齡的合伙人擔任“顧問”一職。由于菲利斯非常享受獲得新客戶的過程,她發現新職務并不利于自己開發業務,并擔心客戶會將其看作“沒有什么話語權”的人。因此,她跳槽到了當前的公司,并在那里工作了五年多的時間,繼續開發和服務穩健的客戶群體,同時輔導和招聘更年輕的律師,并積極參加社區服務。

同樣,米奇·格斯曾在全球多家首要化學、制藥、化妝品和生命科學公司擔任法律總顧問一職,長達30年的時間。他最后的職務是在跨國醫藥公司Jubilant Pharma擔任法律顧問,長達八年,然后決定在2024年1月退休。然而,在“退休后”初期,米奇想到了道格拉斯·麥克阿瑟將軍1951年在向美國國會致辭時的結語,很簡單的一句話——“老兵永遠不會死亡,只是會淡出視野”。他意識到自己還沒有為“淡出視野”做好準備。米奇有著獨特的商業敏銳度以及“消化、思考和再思考”企業所面對的復雜法律問題的能力,而且他希望繼續發揮這些專長的愿望一如從前。截至發稿之日,米奇決定去尋找其他法律顧問職位,并在積極地探索新機會。

退休考量因素

做出是否退休的決定——以及是否對當前工作或承擔更多的工作感到倦怠,——并不是一件容易的事情。然而,我們的職場規則在過去5年中發生了巨大變化,而且也將繼續變化,因此,人們到了65歲這個可隨性而為的年紀之后會退休或想退休的推斷將不再成立。隨著人們向傳統的退休年紀邁進,在決定是否真的離開職場或迎接下一個挑戰之前,有多個因素值得人們去思考:

經驗無可替代:在機構內部,“智慧會隨著年齡的增長而增長”通常是一件稀缺商品。簡而言之,在一段較長的職業生涯中,你比年輕的同事有更多的機會來體驗最好的老師——失敗。這種經歷可能有助于幫助新生代規避過去所犯的錯誤,同時也能讓其有機會受益于你辛苦獲得的智慧。作為年長、經驗豐富的職業人士,防止出現失敗的努力將最終帶來未來的成功。由于在過去經歷過失敗,當遇到將逆勢轉變為順勢的機會時,你可能會更有動力,而不是心灰意冷。

通過減少工作時間來體驗一下退休或嘗試新的機會:如果你對工作感到不滿,在徹底放棄之前,不妨考慮在機構中換個崗位或擔任顧問一職。我發現,女性更容易出現這種感覺,因為她們需要付出更多精力來平衡家庭和工作生活。結果,我實際上發現有更多的女性會尋求加入董事會,尤其是非營利性機構的董事會,從而看看自己是否真的已經為退休做好了準備,還是說通過換一種方式來發揮其才干。此舉或將成為一個非常好的緩沖地帶,因為你可以花時間來全面考慮這個異常重要的人生問題。此外,也可以嘗試通過聘請職業教練來徹底弄清楚這個問題。

跨代指導:當然,更資深的專業人士可以指導或培訓年輕雇員,并將其培養成公司的下一代領導層。然而,反過來,老員工也可以從年輕員工那里學到很多東西,并進一步完善自身技能。通過這種方式,他們可以繼續獲得滿足感和個人進步,而這正是眾多員工希望從工作中獲得的內容。例如,千禧一代在職場溝通中會更直接和實際,他們可以幫助其前輩來打磨這一技能。通過留在職場并不斷成長,老一輩還可以為年輕一代提供一個間接的好處:耶魯大學(Yale University)的研究顯示,如果人們在年輕時就能積極看待自己變老這件事情,那么這類人的壽命比那些消極看待的人群平均長7.5歲。

多項研究顯示,人們在生活中的人脈和參與度越多,壽命就會越長而且越健康。在大部分職業生涯中,多數人每周工作40個小時,并靠工作來獲得財務安全以及至少一部分個人滿足感、目的感和成就感以及社會關系。老員工在職場上也能夠發揮大量作用,并學到很多東西。各大公司應前瞻性地留住和溝通這些依然愿意接受挑戰的員工。這對于涉及的各方都是雙贏的。確實,如果在合適的職場環境中,人們會感到更充實。既然自己已經變老了,那么為什么不選擇適合自己的職場環境呢?(財富中文網)

珍妮特·馬爾科夫是全球最大法律獵頭公司Major, Lindsey & Africa紐約辦事處的執行合伙人。她是公司合伙人執業組的成員,其安置的個人律師和律師團體橫跨一系列執業領域。

Fortune.com上評論文章中表達的觀點僅代表作者個人觀點,并不代表《財富》雜志的觀點和立場。

譯者:馮豐

審校:夏林

In 2007, I wrote an article making the case for law firms to reconsider their mandatory retirement policies. It was partly motivated by a case in which the Equal Employment Opportunity Commission sued a law firm because equity partners were de-equitized when they reached age 65. Mostly, however, it was inspired by my then 89-year-old father who didn’t hit his professional stride until he reached his mid-60s. He worked until he was forced to retire at 78, and in my eyes, he was sharper, more respected and more productive than he had ever been in his younger days.

As I near my 65th birthday later this year, I can’t help but look back on my life and see how I, too, am at an inflection point in my own career. I have been a legal search consultant for nearly 30 years with Major, Lindsey & Africa, the world’s largest legal search firm. I was recently tapped to become the office managing partner of our New York office, the largest of our 26 around the globe. As a consistently high producer in our organization, and given my expertise and profound care for my work family, I believe this appointment is perfectly timed—just when I’m hitting my professional stride.

Working longer

I’m not alone in such a sentiment. The Bureau of Labor Statistics projects that older Americans will account for 57% of the country’s labor-force growth in the coming decade. People are living longer, and thus working longer. But financial necessity isn’t the only factor keeping older employees in the workforce. The pandemic shook up the workforce and made people take a long hard look at their priorities. During that period, I heard from scores of senior legal professionals who began to re-evaluate the tenure of their next professional chapter. Granted, in part, this was based on the fear of losing income, as it appeared that the economy was coming to a standstill. Perhaps, though, upon reflection, it actually had more to do with the fear of losing purpose, engagement, and community in their professions.

Phyllis Korff, an energetic and ambitious senior partner at law firm Mayer Brown in New York, agrees. After an early career as an educator and stay-at-home mom, Phyllis decided to attend law school at 35, graduating from NYU School of Law and eventually becoming a partner at a powerhouse New York firm, where she worked for 33 years. During her tenure, the firm implemented a retirement policy that relegated partners at retirement age to an “of counsel” role. Since Phyllis had always enjoyed the process of winning new clients, she found the new title an obstacle to developing business, fearing that her clients would now view her as “having no skin in the game.” So, she made the move to her current firm and has happily been there for more than five years, continuing to develop and service a robust roster of clients, as well as mentoring and recruiting younger attorneys and playing an active role in community service.

In a similar vein, Mitch Guss has had a 30-year career as a General Counsel for a number of major global chemical, pharmaceutical, cosmetic, and life science companies. Most recently, he was the GC of Jubilant Pharma, a multinational pharmaceutical company, for eight years before deciding to retire in January 2024. However, early on in “post-retirement,” Mitch thought about General Douglas MacArthur’s final words in his address to the U.S. Congress in 1951—chiefly “Old soldiers never die, they just fade away”—and realized he was not quite ready to “fade away.” Mitch’s desire to continue using his unique blend of business acumen—and his ability “to digest, think, and think again” about complex legal issues confronting corporations—remained as keen as ever. As of this writing, Mitch has decided to identify another GC position and is actively discussing new opportunities.

Retirement considerations

The decision about whether to retire—and whether you’re feeling burned out with the role you’re currently in, or with work more broadly—is not an easy one. However, as our workplace norms have undergone tremendous changes in the past five years and counting, it’s no longer a given that people will—or even want to—retire once they hit the somewhat arbitrary age of 65. As you near the traditional retirement age, there are several considerations worth thinking about to determine if you’re truly ready to leave the workforce, or just for the next challenge:

There’s no substitute for experience: With age comes wisdom that is often a rare commodity within an organization. Simply put, during a long career, you’ve had more opportunities than your younger colleagues to experience the greatest teacher of all: failure. That perspective may help the next generation avoid past mistakes, but also gives them a chance to benefit from your hard-won wisdom. And for you as an older, more seasoned professional, the effort to keep failure at bay is what ultimately leads to future success. Having experienced failure in the past, you’re probably more motivated, rather than discouraged, by the opportunity to turn headwinds into tailwinds.

Give retirement a test run by scaling back your hours or trying a new opportunity: If you are feeling dissatisfied, before throwing in the towel entirely, consider a different role in your organization or a consultancy arrangement. I’ve noticed this feeling more with women as they tend to do more juggling with home and work lives. As a result, I’ve actually seen more women look to join boards, especially in the nonprofit sector, to test whether they feel ready to retire entirely or merely seek a fresh way to use their talents. This can be a great middle ground as you take the time to fully consider an extremely important life question. Additionally, it might be helpful to hire a professional coach to think this question through.

Multigenerational mentorship: Of course, more senior professionals can mentor and train younger employees and prepare their company’s next generation of leadership. But, in turn, there’s also a lot that older professionals can learn from their younger colleagues to sharpen their own toolkit. In doing so, they can continue to gain the fulfillment and personal improvement that so many of us desire from our jobs. For instance, millennials tend to be more direct and effective in their workplace communications, which is a skill they can help their older counterparts hone. And there’s an indirect benefit you may be offering to the next generation by staying and thriving in the workforce: According to Yale University research, if you have positive perceptions about aging when you’re young, you’ll live on average 7.5 years longer than those who have negative feelings on the topic.

Multiple studies show that the more connections and engagement one has in life, the longer and healthier your life will be. Most of us have been working for 40-plus hours a week for much of our professional lives and rely on work for not only financial security, but also, at least in part, for personal fulfillment, a sense of purpose and accomplishment, and social connections. Older employees still have a lot to give and receive in the workforce. Companies should be proactive about keeping and engaging those workers who still feel up for the challenge. It’s a win-win for everyone involved. And indeed, if in the right professional environment you could feel better now that you are older, then why wouldn’t you choose that?

Janet Markoff is the Managing Partner of the New York office of Major, Lindsey & Africa, the world’s largest legal search firm. She is a member of the firm’s Partner Practice Group and has placed individual and groups of attorneys across a range of practice areas.

The opinions expressed in Fortune.com commentary pieces are solely the views of their authors and do not reflect the opinions and beliefs of Fortune.

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