A large proportion of today’s skilled workforce and leadership talent may be on the verge of retirement, but not every baby boomer is ready to throw in the towel just yet. While some may not be able to stop working due to financial constraints, others just enjoy being productive and are reluctant to retire. Whatever the reason, these workers have valuable knowledge to employers and are worth retaining.
Did you know –
70–80% of workers aged 50 and older expect to continue to work past traditional retirement age, however, most prefer to work outside the standard nine-to-five, five-day workweek.
With an impending skills shortage looming and new untried millennials entering the workforce, organizations have to recognize that there’s a very real leadership gap emerging. You have to ask yourselves, are you really ready to let go of these highly skilled, valuable workers?
If you’re a progressive employer looking to adapt to the working world, you need to figure out how to accommodate your aging workforce. Here’s where we can help. There are a number of strategic changes you can implement in your workplace, such as creating semi-retirement programs or new and adapted roles. Download the new eBook: The Changing Landscape of Employee Learning and Development to learn how to:
- Formalize knowledge transfer between generations
- Understand the needs of the older workers
- Explore phased retirement options
- Make adversaries into allies
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