PHOTOS

This week, we start our 7 Deadly Sins series, where we cover top mistakes, blunders and snafus of the office, from fashion to communication to management. Follow our series to ensure you don't make the same mistakes, and find ways to correct yourself if you have. The workplace is often comprised of individuals from varied races, religions, backgrounds, and ages. The age range in any particular company can be vast, encompassing anyone from 21 to 60 years old. Stark age differences often cause tension and challenges in the work environment. While senior professionals have much experience and expertise to offer, they often struggle with many issues associated with their age. Wanda Jackson, senior vice president of human resources and talent management for the National Urban League and 20-year human resources veteran sheds some light on these common offenses. ---Aisha Taylor WRATH: Thou shalt not be bitter and surly. Many senior employees are labeled as angry. Their anger may be caused by a lack of morale or disappointment in their career success. As a result, their demeanor and attitudes can be filled with disinterest about the work environment. While some of the causes may be justifiable, anger can affect their performance and the way they are perceived by others. Senior workers are advised to enjoy this season in their career. Jackson says many have a knowledge base that can’t be replaced, and if they embrace that fact, they’ll become a lot less angry and much more confident in the skills that they possess. “The more time you spend being angry, the less time you spend adjusting, learning, and growing,” Jackson says. GREED: Thou shall be thirsty for --- and accepting --- of progress. The inability to be flexible can prove disadvantageous to many senior professionals. One of the biggest mistakes made by older employees is their resistance to change, especially innovations in technology, Jackson says. The inflexible employee is likely to be looked over by someone who is less rigid and eager to learn new things. She advises professionals to understand that change is going to happen, regardless of whether they accept it or not. “Everyone should try to be relevant in the workplace.” If older professionals are willing to adapt, the possibilities for their career success are unlimited. Senior staff must be open to continuing education, training, and advances in technology. “Being a life-long learner can add value to their careers.” SLOTH: Thou shall not be complacent. Many older professionals want to move up in their careers or even change careers completely, but they’re often afraid that they can’t succeed because of their age. Many senior workers place a self-imposed stigma on their careers which causes them not to try new things or take risks. Fear will get you nowhere professionally, regardless of your age, Jackson says. She urges senior professionals to see the value in their years of experience and allow that to catapult them into the next phase in their career. GLUTTONY: Thou shall not hoard wisdom and opportunities. It’s not uncommon for a seasoned employee to withhold knowledge from younger counterparts in hopes that their contributions will always be needed if they’re the only one with the information. As a result, older employees often refuse to share or teach younger professionals how to get the job done. This is a deadly sin because it shows management that you aren’t a team player and aren’t willing to do what’s best for the greater good. Senior professionals should see the value in being able to teach a younger professional. “Their expertise allows them to coach and mentor people in a way that some younger generations may not,” Jackson says. Keeping knowledge to oneself isn’t a form of job security; It’s a sign of selfish ambition which should be avoided at all costs. PRIDE: Thou shall not belittle the talent and value of younger colleagues. Insecure senior professionals often compensate by making others feel less significant than they are. Referring to co-workers as “kid” or telling them they remind you of your grandchildren are not appropriate ways to remind others that you’ve been around awhile. Senior staff must be conscious of not making younger staff feel inadequate. This undermines their value and discredits their abilities in the workplace. “Respect and trust is important to any generation," Jackson says. "If people feel like they are respected, they’ll get better results.” LUST: Thou shall know when to pass the torch, and continue to desire new opportunities. Many times, senior employees get comfortable and complacent and don’t seek new career opportunities, or they choose to stay in their current role just so that some younger employee won’t take their job. This strategy does more harm to the older professional’s career than help. If your work is no longer passionate or memorable, it's a good idea to develop an exit strategy. It’s never a good idea to just take up space. Staying in the same position for too long shows potential employers that you are afraid to take risks or that you don’t have the skills necessary for promotion, Jackson adds. Consult a career coach that will help you to develop an exit strategy that leverages your experience and causes you to move on to greater opportunities. ENVY: Thou shall not focus on advantage of youth, but concentrate on furthering career development. As the demographic changes in the workplace, many senior staff feel like outsiders, Jackson says. When senior staff members feel unwanted and invaluable, they usually become disengaged and ultimately resign or are asked to leave. Rather than quitting, Jackson suggests channeling your skills and experience into opportunities for professional growth. Seek to learn from younger counterparts while also teaching them from your own experiences. Jackson also encourages senior professionals to remain contemporary, constantly learning and sharing.

7 Deadly Sins of Senior Professionals