Better with age: How workplace connection peaks in older employees

Too often, ageing workforces are seen as a problem – a sign of slowing energy or lost knowledge. But the truth is very different. Older employees can be some of the most engaged and connected people in your organization, and that’s exactly what businesses need right now. 

Thomas research shows that while younger employees are more likely to struggle with motivation, wellbeing and disengagement, older colleagues report stronger levels of connection, belonging and trust. That makes them one of the most powerful drivers of engagement and performance in today’s workforce. Overlooking them means you could be missing out on the very real value they bring. 

What the research shows

At Thomas, we wanted to understand why. This led us to develop the Connection Measure – a short assessment that looks at the six essential dimensions underpinning workplace connection: appreciation, belonging, cohesion, contribution, trust and wellbeing. 

When we explored whether connection varies with age, the results were clear. In a sample of 194 employees aged 21 to 84 (with a mean age of 48), older employees consistently reported higher connection. This was strongest in trust, belonging and wellbeing. 

Other studies echo this. Employees over 50 often report higher engagement and dedication (Douglas & Roberts, 2020). And research suggests experience, coping strategies and accumulated wisdom all help them manage workplace pressures more effectively (Kim & Kang, 2016). Far from slowing down, older employees may actually be among your most motivated and resilient people. 

Why connection grows with age
 

Connection builds over time, and older employees do tend to stay in a job for longer. In the UK, CIPD found that among those aged 50+, over 50% have been with their employer more than 10 years, while a quarter have been with them over 20 years. Younger employees often simply haven’t had the time – or inclination – to build up that length of tenure. And for older workers it makes less sense to switch between jobs. On the one hand, financial benefits accrue over time, and may make it difficult to find the same package again. On the other hand, the unfortunate reality of ageism can make finding new roles more difficult. But employers win in this situation. Through years of collaboration, learning and adapting, older employees often: 

• Develop deeper trust in colleagues and leaders
• Value belonging and culture as central to good work
• Build resilience and healthier approaches to wellbeing 

These qualities don’t just benefit them – they strengthen teams and organizations as a whole.  

How HR can harness this connection
 

So how can HR leaders and managers make the most of older employees from a connection standpoint?   

Don’t underestimate your older workforce. By positioning older employees as a source of connection rather than a problem to resolve, HR can unlock engagement and resilience across the workforce. Their connection is one of your strongest assets when fighting against flagging motivation – and with the right support, it can inspire, mentor and strengthen engagement across your organization. 

Why connection matters for everyone
 

Connection is a basic human need. It underpins performance, engagement and retention at every stage of a career. While older employees may feel it more strongly, younger employees need your support to build it. 

That’s where Thomas Connect can help. Combining both behavioral science and AI coaching, it helps your people collaborate more effectively with others, boosting both their self-awareness and communication skills. Included within the platform, the Connection Measure survey also helps both managers and HR leaders understand where connection is strong, where it needs attention, and how to use highly connected employees as role models for positive change.

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