{"id":3455,"date":"2023-03-01T06:56:10","date_gmt":"2023-03-01T06:56:10","guid":{"rendered":"https:\/\/www.newplace.ch\/?p=3455"},"modified":"2025-03-27T13:20:17","modified_gmt":"2025-03-27T13:20:17","slug":"interview-mit-loopings-von-vorurteilen-loesen-und-chancen-erkennen","status":"publish","type":"post","link":"https:\/\/newplace.ch\/en\/interview-mit-loopings-von-vorurteilen-loesen-und-chancen-erkennen\/","title":{"rendered":"Interview with Loopings: Breaking free from prejudices and recognizing opportunities"},"content":{"rendered":"
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Our outplacement expert\u00a0Michael Hasler<\/a>\u00a0has been developed for the\u00a0Loopings Magazine<\/a>\u00a0interviewed. The interview is about how to overcome prejudices against older employees and thus recognize opportunities.<\/p>\n<\/div>\n<\/div>\n

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According to Michael Hasler, one important aspect that needs to change is the basic attitude towards older employees: \"We should start by getting rid of the clich\u00e9s about older employees - for example, 'unwilling\/unable to change', 'expensive' and other outdated clich\u00e9s.\"<\/p>\n<\/div>\n<\/div>\n

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Companies often still tend to get rid of the 'more expensive, older' employees first when it comes to cost-cutting measures. In the 'development pools' of most companies, younger employees are still proportionally more strongly represented - older employees are still 'forgotten' in the context of further development activities, especially those aged 45 or 50+.<\/p>\n<\/div>\n<\/div>\n

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Many studies now show that mixed-generation teams, for example, offer great added value in terms of collaboration, creation and productivity. \"In my experience, companies should therefore think more in terms of such perspectives, to see, value and use the experience, expertise and capacities of older employees as an opportunity for companies and not to sideline older employees - that's a missed opportunity for everyone.\"<\/p>\n<\/div>\n<\/div>\n

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For these reasons, we have\u00a0newplace<\/a>\u00a0We have had good experiences in this area, for example by implementing a 'Fit for Future' program for and with companies, particularly for older employees, from which all sides benefit in the medium and long term. In this program, all 50+ employees were given the opportunity in a workshop to reflect on the past, present and future and then develop a personal roadmap for the future.<\/p>\n<\/div>\n<\/div>\n

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According to Michael Hasler, you should always make a personal pit stop to take stock of where you stand. Although there are many tools and guides available, it is often worthwhile to do this with the help of a coach and an outside perspective. Experienced job market coaches are up to date in terms of opportunities and possibilities and can show you perspectives.<\/p>\n<\/div>\n<\/div>\n

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\"There is no such thing as the right rhythm - it's extremely individual. I recommend that my clients reflect every two to three years and take stock of where they are. It often turns out that you're still in the right place - and in most cases, that's a good thing.\"<\/p>\n<\/div>\n<\/div>\n

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You can read the whole interview\u00a0here<\/a>\u00a0read more.<\/p>\n<\/div>\n<\/div>\n

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About the\u00a0Loopings Magazine<\/a>:<\/strong><\/p>\n

Stories from everyday working life, reflections on the working world of tomorrow, analyses and information on the latest developments - in Loopings magazine, a wide variety of authors write about everything to do with ageing in the working world.<\/p>\n<\/div>\n<\/div>\n

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