After over a decade of management experience, I was 'courteously' dismissed at the age of 48

A reader known as infohat recounted his tenure at a Japanese firm's branch, where he worked from its inception until he was "discreetly released" after 14 years.

He observed, "Post-40, you're at risk of dismissal for no other reason than the company's changing preferences, despite your dedication and flawless record. This is particularly common in international companies, where younger managers struggle to work with older Vietnamese staff. I led a major Japanese corporation for 14 years, playing a pivotal role from its office's opening day in Vietnam, advancing from a specialist to heading various specialized departments. However, at 48, faced with diminishing respect and unwanted position changes, I chose to resign, sensing the company's shifted valuation of me."

But when I was 48 years old, the company tried to push me to other positions. I could continue working, but I resigned because I felt the company no longer respected me.

Every company is like that, they run after profits, so when employees get old, of course they won't like it. Therefore, we should be and open ourselves to different opportunities."

Hien Anh shared a personal reflection:

"I am middle-aged and have found it difficult to find a job since 8 years ago. Putting myself in the company's position, if I worked in human resources, I would immediately want to eliminate older workers because many reasons.

Yet, I see potential in the 'grey-hair' economy, catering to the aging demographic. This approach has found success in countries like the UK and the US, where middle-aged and older workers are hired to create products for their peers, supported by special recruitment policies and incentives for older individuals."

Hopefully we will gradually follow the world's trend."

anhvu917 advises on maintaining job security, "Industry business statistics are accessible through official sites like the General Statistics Office and Ministry of Industry and Trade. By analyzing market trends, one can prepare and adapt, ensuring their skills remain valuable. Ultimately, a manager's decisions are driven by efficiency rather than emotion. So the question we need to answer is: Are we still creating value for the company? And can we be replaced (in terms of capacity, expertise, experience)?"