Employers Need to Innovate to Retain Seasoned Employees
Posted Sep 12 2008 2:00pm
Do you want to continue to work for income past "retirement" age? Are you prepared to entirely relinquish the joys (and frustrations) of your workplace even if you believe you have enough money to live on comfortably for the next decades of your life?
Employers need to attract and retain older workers with non-traditional benefits like flexible hours, tuition reimbursement, snow-bird schedules that allow for a sabbatical during the winter, and telecommuting
They need to establish affinity groups or professional networking groups for older workers
Provide environmental changes in the office such as "plug and play" workstations, larger key pads, and ergonomically-sound workspaces
Create mentorship opportunities so seasoned workers can pass on their knowledge
Offer wellness programs to assist people to remain active and healthy
It is the smaller companies that benefit most from putting benefits in place to retain and rehire older workers since they have fewer amenities to hold workers in the first place. And their experienced workforce is more easily depleted.Their challenge is to provide the kind of flexibility that will attract the mature employees.
The stereotype that retaining older workers is expensive and increases health care costs is acknowledged, but offset, they believe, by other strengths such as lower absenteeism, dependability, general experience and wisdom, and more mellow moods.
What has been your experience in influencing your employer to create flexible work arrangements if you want to remain employed part-time or during warm weather, as a mentor, or for time-limited projects? Write a comment here on the blog or write to me at Karma@LifeSpringCoaching.com.