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I’ve been seeing some articles these days concerning the value in hiring, engaging, and retaining older employees. That’s great. Statistically, the U.S. has more job openings than job seekers. A few of it is because there are more people exiting the workforce than entering. The U.S. Chamber of Commerce has a pleasant overview titled “Understanding America’s Labor Shortage” which works into the explanations that we’re in this case.
Because we’re facing a labor shortage, organizations might need to take into consideration the best way to keep older employees within the workforce longer. Some older employees are open to the concept of retiring later. But – and it is a huge but – organizations need to create workplaces where older employees feel included.
There was an article in a recent issue of HR Magazine talking concerning the things that older employees are searching for relating to work. Listed below are just a few topics mentioned:
Well-designed work. Employees want to know how their work contributes to the organization’s mission, vision, and values. That is the muse for worker engagement. When employees can tell their friends or family, “I do ABC and it helps our customers do XYZ.”, they’ll see how the work they do helps the corporate and its customers. Which means designing jobs which might be well-thought out and connect employees to the organization.
Flexible advantages. I’d wish to think that organizations realize worker advantages are necessary. What’s becoming increasingly necessary is the flexibility to choose and select advantages that align with an worker’s lifestyle. Specifically, relating to older employees, possibly they’ve healthcare coverage through Medicare but would really like to have dental, vision, and hearing coverages. Creating flexible advantages plans will show employees that the organization cares.
Scheduling flexibility. Speaking of flexibility, if the past few years haven’t taught us anything it’s that employees want flexible work. For older employees, that may include flexible scheduling, reduced hours, job sharing, and an outlined phased retirement program. It’s time for organizations to get comfortable with openly talking about exit strategies with employees. Not in a “let’s push someone out the door” kinda way but slightly “let’s discuss making a win for each of us”.
Training. Don’t assume that as people become older, they aren’t concerned about learning latest skills. As an illustration, some people might welcome the chance to learn a brand new software. Not only does it help them with their work, however it gives them the arrogance to learn other software programs. And the training conversation can also include giving older employees the chance to mentor others. A worthwhile approach to share organizational history, etc.
A few of you could be saying, “Hey! This list seems like things that every one employees would really like – good jobs, flexible advantages, scheduling flexibility, and training.” And you can be right. That’s what makes this a pleasant list. Organizations aren’t making a separate set of programs only for older employees. The goal is to create an worker experience that offers employees what they need once they need it.
It’s value mentioning that if a company does create an inclusive worker experience for employees of all ages – everyone will see it and that becomes a retention tool. People can work for a company that takes care of their employees, no matter their age.
Image captured by Sharlyn Lauby while exploring the streets of Gainesville, FL
The post Want Older Employees to Stay? Make Them Feel Included appeared first on hr bartender.
