Managing an older workforce |
Today we have a guest bulletin writer, Christina Harkness who specialises in helping individuals and organisations with retirement.
The abolition of the default retirement age as at 6 April 2011 means that an employee will, in most cases, be able to continue working until they choose not to.
With skills shortages and changing labour markets, it mak es sense to utilise all available skills and experience, regardless of a person's age and to encourage older workers to remain within the business as part of an age-diverse workforce. Benefits gained from doing so could include a reduction in recruitment, training costs and increased productivity.
CIPD research shows that getting the most from experienced employees should be good for business, good for the economy and good for the well-being of the workers themselves.
Help your pre-retirees to think about their retirement lifestyle by contacting Christina Harkness, Retirement Options coach, for her free planning tool and thought provoker: '15 Secrets of a Successful Retirement'. E mail christina@retirementcoach.co.uk or phone 02392 412416 www.retirementcoach.co.uk |
Five tips for managing an older workforce |
|
1) Understand the age profile of your existing workforce and how changes may impact your business in future.
2) Make sure your performance procedures are firmly in place. Performance reviews should be well-documented, involving ALL workers, and objectives set that are not different for reasons of age (unless any differences are justified) to avoid claims.
3) Workplace discussions are a good way of raising the issue of retirement with older workers. Use open-ended questions, e.g. where do they see themselves in the short, medium and long term? - how do they perceive their contribution to the organisation? etc.
4) Encourage your experienced workers to share skills and knowledge and involve them in training and mentoring new starters.
5) Preparing for retirement can be difficult both emotionally and financially. Implement ways to help pre-retirees make the transition. For example: gradual reduction of working hours (allowing time to develop interests outside of work), opportunity to attend a pre-retirement course or have coaching with a specialist and provide information on the state pension and other financial entitlements. |
More...
If you missed any of our previous Energise Human Capital bulletins, you can find them here: Human Capital bulletins
Each month Energise e mails four different bulletins designed to offer valuable strategies and insights for succeeding in today's competitive environments. Click on the links to subscribe:
For more useful insights and tips from Energise:
Follow us on Twitter: 
Energise offers a range of coaching, mentoring and other services supporting individuals and organisations by giving them the tools, confidence and knowledge to succeed. Our inspiring approach and unique combination of skills, experience and insights unlocks potential and brings about positive change.
Services include: bespoke employee engagement programmes, performance workshops, career strategy and management, executive outplacement and executive coaching. To find out more about Energise and the full range of services we offer, click here: Energise services We offer a complimentary hour to explore your needs and challenges and identify how Energise can best support you. E mail us to arrange your meeting: rachel@liberateyourtalent.com or call 07973 911137. Rachel Brushfield, Director
Energise - liberate your talent The Talent Liberation CompanyT + 44 (0) 845 22 55 010 M +44 (0) 7973 911137 Web sites: |
