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Purpose - Older workers are an increasingly important part of the workforce yet their job motivation can be low. This paper sets out to look at the possible reasons for this and to suggest how their disengagement can be addressed through development and training. Design/methodology/approach - A range of research and other relevant literature is reviewed. Real life experiences with older workers' development are reported and practical suggestions made for implementation. Findings - Motivation and engagement are affected by organisational policies and culture as well as self stereotyping and perceptions of others. Engagement can be significantly improved through a range of measures including targeted development. Practical implications - The main implications are that addressing psychological disengagement is not a quick fix. L&D staff will need a wide influence across the organisation and time to see the measures take effect. Originality/value - This is the first report bringing together a disparate range of data around older workers' engagement and relating these directly to training and development. It will be of value to HR, L&D and Equality professionals.