Paying It Forward: The Till is right #143
As the > 65 age pool has increased employers tap into experience, reliability & resilient workers. Smart employers lead, give purpose & job satisfaction. Happy customer return. The till is right.
Jack Browne, Wichita Falls Times Record News edition, Sunday December 7, 2025
The numbers don’t lie. In 1948, more than a quarter of those over 65 worked, as the U.S. Bureau of Labor Statistics reported on May 29.
By 1985, that figure had dropped to just 10.8%. For decades, the assumption was clear: retirement meant stepping away from work entirely. But the tide has turned. Today, older Americans are the fastest-growing segment of the workforce, with 23.4% of them working as longevity rises and fertility rates fall.
This shift isn’t just about statistics—it’s about people. It’s about grandparents who still want to contribute, seasoned professionals who aren’t ready to hang up their skills, and retirees who return because they miss the rhythm of work or need the paycheck.
The workforce is aging, and employers who ignore this reality risk missing out on one of the most reliable, resilient, and experienced talent pools available.
Today’s U.S. workforce totals 168.1 million with 11.6 million older than 65. The population over age 65 has grown 457% since 1948 far exceeding the growth of other age demographics.
Older workers often shift toward part-time roles, but their impact is anything but partial. They bring experience, reliability, and institutional knowledge—qualities that can’t be taught in a training manual.
The Society of Human Resource Management, reminds employers to embrace this demographic as older workers can fill skills gaps.
Three challenges noted in the Sept. 25 Workday’s 2025 Global Workforce Report, should make every leader pause:
· Top talent is leaving for growth opportunities.
· Career ladders are disappearing, leaving employees stuck.
· Artificial Intelligence (AI) strategies are creating anxiety instead of confidence.
Add to that the staggering turnover rates—64% in retail, 28% in healthcare, 14% in professional services—and the picture becomes clear. Recruiting is harder than ever.
More than half of jobs take over 30 days to fill, and one in four takes more than 60.
So, what’s the solution? It’s not complicated, but it does require commitment. Employers must focus on retention, development, and transparency.
For non-profits, these same principles are at play for volunteers that are key to your mission.
Take care of those you have. Recruiting is expensive. Losing talent is even more costly.
Show how every role contributes. People want to know their work matters.
Walk the talk. Leaders who do the least attractive jobs with enthusiasm prove their words matter.
Think about Buc-ee’s. They pay restroom staff 10% more than entry retail workers. Customers notice. They return. That’s retention in action.
I returned to work in retail myself. Inflation since 2020 has eroded purchasing power, but rejoining the workforce restored mine—and gave me purpose.
Many others do the same, whether by choice or necessity. Some return because they miss the camaraderie. Others because they need the paycheck. Whatever the reason, their presence strengthens the workforce.
The lesson is simple for leaders: share the plan, expect results, and manage for success.
Paying it forward means investing in people. When leaders nurture talent, honor contributions, and model commitment, they build organizations that endure.
Numbers and reports matter, but people matter more. Employers often forget that behind every statistic is a story. The young worker who quits after a week may be struggling with childcare. The retiree who returns may be seeking connection as much as income. The mid-career professional who leaves for growth may simply want to feel valued.
Retention isn’t just about paychecks. It’s about culture. It’s about leaders who show up, who listen, who demonstrate that every job matters. It’s about creating workplaces where people want to stay, grow, and contribute.
Here’s the challenge: look at your workforce today. Who’s walking out the door? Who’s quietly disengaging? Who’s waiting for you to notice their contribution?
The workforce is changing. Older workers are here to stay. Younger workers bring energy but need guidance. Employers face turnover, recruiting challenges, and shifting career paths. The solution isn’t found in a spreadsheet—it’s found in leadership.
When the till is right, businesses thrive. And when leaders pay it forward, they don’t just build stronger companies—they build stronger communities.
Jack Browne is a community activist and former technology engineer, sales and marketing executive at Motorola and other top tech companies.