It’s Not an All or Nothing Proposition

Every generation lives longer than the one that came before – we are all aware of this.  What we don’t seem prepared for though is the decades between the end of work and the end of life.   This is prompting many people – either by choice or by necessity – to extend their working lives.

Older workers who continue to be overlooked by employers and recruiters are becoming one of the driving forces of change in the workplace.  The demographic facts themselves have given rise to a multi-generational workforce, with four to five generations under the same roof.  This unprecedented diversity provides organizations with the skills, perspectives, expertise and experience that can dramatically improve performance when optimized.

With careers spanning 40, 50 or even 60 years, cultivating life- long learning is key.  Yet only a small number of employers invest in learning and development for those over the age of 50.  And only a fraction, offer programs that directly relate to addressing generational differences within the teams they rely on.  Lost opportunities abound.

With a rising number of people unwilling or unable to retire, employers simply do not have options in place to support these individuals.  Work and retirement should not be considered an “all or nothing” proposition.  Offering flexible retirement options means keeping valuable workers who want to continue to contribute.   Fewer than 30% of employers have any kind of formal phased retirement programs.  Many are missing an opportunity to encourage older workers to participate in succession planning, training, mentoring, on-boarding or coaching.

Employers what do not lean into the “Age Smart” imperative will be left behind.