Seniority: what it is and how to take advantage of it in organizations

There is an Anglo-Saxon term that is booming at the moment in the work environment that the RAE defines it as "Superior in category and experience to those who perform the same profession or post". We talk about seniority. In other words, it refers to those people who have a lot of experience and are highly qualified in their profession.

It can be said that each organization has its own idea of ​​what a seniority is. Some companies have predetermined scales based on different characteristics and others, on the other hand, prefer to evaluate each particular case. However, the most common characteristics when determining the level of seniority are usually the years of experience in an area or position, the technical skills and tasks that the person is capable of carrying out, autonomy and self-management capacity, management and leadership capacity, among others.

What is seniority?

It is clear that within the organizational hierarchy, the years of experience of a person mark the difference in many aspects and this is the main reason why they are so sought after by the companies. A clear example is that an individual who has just entered the world of work requires supervision, which implies a high investment of time and money. A professional with seniority has the ability to solve more problems in less time and does not entail such an expense for the organization.

In today's article, we will talk in depth about seniority and above all, we will focus on how Organizations can take advantage of having people with this ability within their template. If you didn't know the term, stick around to discover what it means and its advantages for a company.

It is understood by soft skills or soft skills those personal qualities required to be successful at work. Seniority fits perfectly into this category. It supposes a professional maturity that allows having the appropriate skills to know how to act under pressure, provide solutions quickly and efficiently, be a good leader and know how to influence over others, demonstrate knowledge about what they do and, in general, have the necessary criteria to make decisions and thus contribute to the development and growth of the company. organization.

• Related article: "Psychology of work and organizations: a profession with a future"

How is it acquired?

How seniority develops is a frequently asked question. According to experts, it has a lot to do with the education received at home, the values, attitudes, and thoughts that have been acquired since childhood and on the other hand, experiences also play a role important. All the successes, mistakes and learning that the person has had during his working life add up significantly to acquire the level of seniority.

What are the levels?

There are 4 levels of seniority established that classify workers based on their experience:

• Trainee: All people who are studying or finishing their studies and still do not have professional experience. It is a level that initially requires supervision and follow-up by another professional from the company.
• Junior: All individuals with less than 2 years of experience in working life enter here.
• Semi-senior: People with 2-6 years of work experience fit into this range. They are self-sufficient and have gotten a good handle on their work.
• Senior: More than 6 years of experience and therefore, is capable of making quick and effective decisions without the need for supervision or follow-up.

Myths about seniors in the workplace

There are certain preconceived ideas that are wrong and we think it is important to highlight them. Here we list some of them:

• Seniors do not know how to handle new technologies. Many people who have been working in organizations for years have learned to handle electronic devices properly. What's more, they are able to take advantage of the screens without neglecting the good things that notebooks and the old-fashioned pen have.

• The seniors are burned and they no longer give everything for the company. Like everyone else, if the environment is motivating, we get motivated and want to do our job in the best way. The same goes for seniors. If the relational, environmental and economic aspects are exciting, they are just as capable of getting excited in order to achieve a goal.

• Seniors are more expensive for the company. As we mentioned earlier, they are people with much more effective problem-solving skills and therefore, it is often much cheaper to have a senior.

• The seniors are all older people. Although it is true that it is closely linked to experience, this is not everything. In fact, having a mature personality, with critical and decisive thinking is a large part of seniority and, of course, it has nothing to do with the person's age.

• You may be interested in: "The 6 pillars of Human Resources"

How to take advantage of it in organizations

Having senior talent in the workforce is highly beneficial for organizations and We will analyze what advantages they have and how companies can get the most out of this group of people.

First of all, it is clear that Experience is one of the strongest points to take advantage of senior people. The extensive knowledge of their work and the world of work makes them more decisive, more informed and simply work more smoothly and efficiently. Likewise, communication is essential within a company and seniors are capable of explaining your ideas in a clear and concise way to interact with clients or with your superiors in a adequate.

Thanks to their experience, these individuals have a great ability to adapt to changes and new circumstances. For example, experts affirm that in the COVID-19 pandemic, it was possible to observe how quickly and easily this group adapted to teleworking and the new work rhythm. In addition, senior talent optimally assumes team leadership, a quality that is highly demanded in companies. They have a great capacity for teamwork and are able to analyze problems and find effective solutions using critical thinking.

The world of work is always looking for the perfect balance between talent and experience. It seems to be the magic mixture that resolves all conflicts. Intergenerational diversity is key to combining experiences, strengths, weaknesses and sensitivities to get the best out of each employee and thus improve the quality of life within the organization.