L. Duksaitė: I’m 45, too old to change jobs

I recently had a career consultation with a client of this age.

It showed that women of this age often feel that they are considered “outdated” in the market. Of course, nobody says that outright. It is hidden under phrases like “we are looking for a modern approach”, “we want a fresh look”, “your qualifications are too high” (read: too expensive).

In fact, a woman of this age has been on the labour market for about 20 years. The first career is done, the children are grown up or off to university, and you want either a change of field or some more serious career change. Meanwhile, the market is happy to tolerate those who migrate within their own sphere (e.g. from bank to bank, retail to retail), but those who are looking for a fundamental change are unfortunately not welcomed with open arms.

What makes it happen?

Firstly, there is a stereotypical perception that these managers are at the peak of their careers. You see, the road only goes down.

Secondly, there is a fear that such a leader comes with the mindset of “I know it all, I’ve done it all”, “I know what works and what doesn’t work”. The fear is that such a mindset will hinder flexibility.

The paradox is that there is a shortage of skilled workers and managers on the market – and yet people aged 50 plus, especially women, are very reluctant to hire. Certain stereotypes come into play, and teams dominated by young professionals are also afraid to hire older people.

Kantar’s employer survey shows that the oldest age segment is becoming more loyal to the company, and that people of this age are less likely to be distracted and search. Or maybe they want to, but don’t dare.

Does this mean that at this age you should turn tail and work quietly like a mouse under a broom, not to show off and not to change anything?

It’s not as if it’s forbidden to make a drastic career change at the tail end of it. There are just a few conditions that, in my opinion, increase success.

This is the age when a woman who has made a career starts to get a clear idea of what she wants next. Not just a job, but also a personal fulfilment, perhaps to realise an old dream or to take up a long-held sector or field, to contribute to social change. Their salary needs may be higher, or it may be that the direction they want to take will suit them less than they had before. At the same time, such career changers are highly motivated and have the personal conditions to achieve their goals.

The second element that increases the likelihood of success is education and self-education. Unlike a couple of decades ago, we don’t stop studying when we are in our twenties or thirties.

A first, a second education, a master’s degree in management, or maybe even a bachelor’s degree in a completely different field. Not to mention the stack of certifications, specialisations, trainings, courses available through various platforms. Science and self-education have never been so easily accessible. 10 years ago, it was rare for a manager to choose to study again. Now it is very different. And if you are a fresh learner, your attitude, knowledge and theory are up-to-date, so you are up-to-date.

So two careers, so to speak, are becoming the new trend. It is no longer like in our parents’ time, when one career was enough for a lifetime. If your skills are not specific (medicine, finance) or require mastery, but are universal, there are still good career opportunities after 50. (Especially since those careers don’t end at 55 like they used to, since we have to work until 65).

To be marketable, you need to be versatile, relevant and inquisitive. Openness to new ideas, innovation, learning – I would say the key success criteria for a career change.

(And yes, I’m deliberately only referring to women managers here, because the age of men is, unfortunately, less of a barrier than women’s age when it comes to management.)