Young people, when meeting the bottleneck in their career life, tend to complain about the lack of vacant positions in the company, and thus expecting for the early retirement of the senior staff.

 

I admit that job vacancies will be created with the retirement of high-level employees. However, to drive senior emplyees away from the office is not a sensible way to benefit the young. For one thing, the high-level staff play an essential role in many companies with their previous or present contributions. It is them who have developed the company and made it in need for more employees. As a result, it is likely that their early retirement would slow down a company’s growth and thus reduce the chances for recruitment. For another, senior employees, with their intelligence accummulated from years of working experience, could offer desirable training to the young people. Without them, the young would have to fumble forward in their career life.

 

Further, there are ways better than dismissing old workers to make opportunities for the young people. One is to improve the promotion system. The length of stay should not be the only criterium for a promotion in any companies. Instead, fair competition should be introduced, and those who stand out, no matter how many years they have worked for the company, should be rewarded with a promotion. As well as that, senior employees should be encouraged to share what they are able to with the younger generation. A possible way is that companies pay the superiors after considering their subordinates’ performance.

 

To draw a conclusion, senior employees’ early retirement is not necessarily to make way for the younger generation’s career progression. It is suggested that companies try to make peace with both the junior and senior employees and encourage their cooperation with each other.