Cognitive aging is the term used to describe the changes in thinking abilities that occur as we get older. These changes can affect many aspects of our lives, such as memory, attention, reasoning, language, and decision-making. Some of these changes are normal and expected, while others may indicate a problem that needs medical attention. 

One of the areas that cognitive aging can impact is our work performance. Work is an important part of many people’s lives, not only for income and security, but also for identity, purpose, and social interaction. However, work can also be demanding and stressful, requiring us to cope with complex tasks, deadlines, and changing environments. How well we perform at work depends on many factors, including our cognitive abilities. 

Research has shown that some cognitive abilities decline with age, while others remain stable or even improve. For example, fluid intelligence, which involves the ability to process new information and solve novel problems, tends to decline from middle age onwards. On the other hand, crystallized intelligence, which involves the accumulation of knowledge and skills over time, tends to increase with age. Other cognitive abilities that may decline with age include working memory, processing speed, and executive function 1. 

These age-related changes in cognition can affect how we perform at work in different ways. For instance, we may find it harder to learn new skills or technologies, remember important details or instructions, multitask or switch between tasks, or make quick and accurate decisions. These difficulties can lead to lower productivity, reduced quality of work, increased errors or accidents, or decreased satisfaction or motivation 2. 

However, cognitive aging does not necessarily mean that we cannot work effectively or enjoyably as we get older. There are many factors that can moderate the impact of cognitive aging on work performance, such as the nature of the work itself, the work environment, and the individual characteristics of the worker. 3. For example: 

• The nature of the work: Some types of work may be more suitable for older workers than others, depending on the cognitive demands and resources involved. Work that requires high levels of fluid intelligence, such as innovation or problem-solving, may be more challenging for older workers than work that requires high levels of crystallized intelligence, such as expertise or experience. Work that provides opportunities for learning and development, feedback and recognition, autonomy and control, and variety and challenge may also enhance older workers’ cognitive functioning and performance. 4. 

• The work environment: The physical and social aspects of the work environment can also influence how older workers cope with cognitive aging. Work environments that are safe and comfortable, supportive and respectful, flexible and adaptable, and inclusive and diverse may help older workers maintain or improve their cognitive abilities and performance. 5.  

• Work environments that are stressful and demanding, hostile and discriminatory, rigid and inflexible, and exclusive and homogeneous may hinder older workers’ cognitive functioning and performance. 6. 

• The individual characteristics of the worker: Finally, the personal attributes of the worker can also affect how they deal with cognitive aging at work. Workers who have high levels of education and training, cognitive reserve (the ability to use alternative brain networks or strategies to compensate for cognitive decline), self-efficacy (the belief in one’s own capabilities), motivation (the desire to achieve a goal), coping skills (the ability to manage stress), health behaviours (such as physical activity, diet, sleep, and avoiding smoking and excessive alcohol use), and social support (from family, friends, co-workers, and supervisors) may be more resilient to cognitive aging and perform better at work than workers who lack these characteristics. 7. 

In summary, cognitive aging can have an impact on our work performance, but it does not have to be a negative one. By understanding the causes and effects of cognitive aging, and by taking steps to optimize our cognitive health and well-being, we can continue to work effectively and enjoyably as we get older. 

 

References: 

1 Salthouse TA (2012). Consequences of age-related cognitive declines. Annual Review of Psychology 63:201-226. 

https://www.ncbi.nlm.nih.gov/pmc/articles/PMC3281474/  

 

2 Fisher GG et al. (2017). Cognitive functioning, aging, and work: A review and recommendations for research and practice. Journal of Occupational Health Psychology 22(3):314-336 

https://pubmed.ncbi.nlm.nih.gov/28358568/  

 

3 Kanfer R and Ackerman PL (2004). Aging, adult development, and work motivation. Academy of Management Review 29(3):440-458 

https://www.researchgate.net/publication/24079847_Aging_Adult_Development_and_Work_Motivation    

:Kooij DTAM et al. (2018). How and when do learning goal orientation and attitude decrease with aging? 

 

4 Kooij DTAM et al. (2018). How and when do learning goal orientation and attitude decrease with aging? European Journal of Work and Organizational Psychology 27(3):310-323. https://www.tandfonline.com/doi/abs/10.1080/1359432X.2018.1446946  

 

5 Baltes PB and Baltes MM (1990). Psychological perspectives on successful aging: The model of selective optimization with compensation. https://www.cambridge.org/core/books/successful-aging/psychological-perspectives-on-successful-aging-the-model-of-selective-optimization-with-compensation/1C8F9F6B4A2E9F8B3B0E1D7D4A3C0E2A  

 

6 Ng TWH and Feldman DC (2013). How do within-person changes due to aging affect job performance? Journal of Vocational Behavior 83(3):500-513. https://www.sciencedirect.com/science/article/abs/pii/S0001879113000999  

 

7 Stern Y (2012). Cognitive reserve in ageing and Alzheimer’s disease. The Lancet Neurology 11(11):1006-1012. https://www.thelancet.com/journals/laneur/article/PIIS1474-4422(12)70191-6/fulltext