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How can late career development programs help you retain experienced staff?

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You might think that experienced staff in higher education are ready to retire or move on to other opportunities, but that's not always the case. Many of them still have valuable skills, knowledge, and passion for their work, and they can contribute to your institution's goals and culture. However, they might also face some challenges, such as keeping up with new technologies, adapting to changing expectations, or finding new ways to grow and learn. That's why late career development programs are essential for retaining and engaging your senior staff. In this article, we'll explore what late career development programs are, why they matter, and how you can design and implement them effectively.

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1 What are late career development programs?

Late career development programs are initiatives that aim to support and empower staff who are in the later stages of their careers, usually defined as those who are 50 years old or older, or have 25 years or more of service. These programs can take different forms, such as mentoring, coaching, training, networking, volunteering, or project-based learning. The main purpose of these programs is to help senior staff maintain their motivation, performance, and satisfaction at work, as well as to prepare them for a smooth transition to retirement or other roles.

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Esmeralda Garcia, MBA

?? Strategic Leader | Global Career Services Expert | Transformative Higher Ed Innovator | 15+ Years Driving Academic Change ?? #EducationLeadership #CareerDevelopment #GlobalInnovation
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Late career development programs can offer opportunities for employees to acquire new skills or enhance existing ones. This helps them stay relevant in a rapidly evolving work environment and boosts their confidence in contributing to the organization. As employees approach retirement age, these programs can assist in planning for a smooth transition. This may involve knowledge transfer, mentoring arrangements, or identifying successors to ensure a seamless handover of responsibilities. Late career development programs often include flexible work arrangements, such as part-time schedules, reduced hours, or remote work options. This flexibility can be a valuable incentive for experienced employees looking for a better work-life balance.

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Duaa Elzeney

Billion $ Revenue Generator = Higher Ed ?? Former Brookings, McKinsey, Airbus Group ?? 4M+ Content Views on LinkedIn & Viral Content
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Late career development programs go beyond traditional upskilling and focus on engaging and motivating seasoned employees. They offer a smorgasbord of options to cater to diverse needs and goals: 1) Mentorship and peer learning: Connecting experienced staff with young colleagues fosters knowledge sharing and mutual growth. 2) Leadership development: Equipping senior employees with coaching, negotiation, and strategic thinking skills to excel in future leadership roles. 3) Reskilling and upskilling: Providing opportunities to learn new technologies, acquire fresh skills, and stay relevant in dynamic workplaces. 4) Exploration and knowledge exchange: Facilitating sabbaticals, job shadowing.

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Marcelo Nogueira, Ph.D.

Executive Director at CTA | Risk Management | Software Engineering and Quality | Artificial Intelligence and Data Science | IT Governance | Cyber Security | Innovation and Digital Transformation |
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Os programas de desenvolvimento de carreira tardia s?o iniciativas organizacionais destinadas a apoiar e aprimorar o crescimento profissional de funcionários mais experientes, muitas vezes em estágios avan?ados de suas carreiras. Eles s?o projetados para proporcionar oportunidades de aprendizado, aprimoramento de habilidades e planejamento estratégico, levando em considera??o as metas e aspira??es profissionais específicas desses colaboradores.

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Javier Plaza-Miranda ??

Servicios jurídicos ?? | Formador en emprendimiento y retórica ????
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Estos programas están orientados a poder seguir aprovechando las fortalezas de los trabajadores senior, y reduciendo el impacto de las debilidades intrínsecas a su generación. Los programas de desarrollo no solo deben ser formativos, sino que deben incluir incentivos salariales, de crecimiento profesional y reconocimiento. Hay que integrar a estas personas en el dise?o de los programas, ya que son trabajadores suficientemente maduros como para autoevaluarse y poder expresar qué necesidades tienen. Es una buena práctica aprovechar el conocimiento de estos perfiles para que tutoricen a los recién llegados a la institución y puedan orientarles.

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Dr. Muhammad Jamil Khan

Ex-Professor/ DEAN Fac of Pharmacy/Director P&D/ Director Sub Campus Tank/P. D. University of Lakki Marwat/Coordinator City Campus/Director Distance Education/Director/HOD Soil & Environ Sciences at Gomal University
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Senior employees are mostly hesitant in learning new things and trainings etc. They depend on their long experience and seniority. What they need is an extra amount of praise, recognition and some incentive. Therefore, they should be kept as a binding force/a stable point among the diverse population of young workers.

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2 Why are late career development programs important?

Late career development programs are important for several reasons. First, they can help you retain your experienced staff, who have valuable institutional knowledge, expertise, and relationships that can benefit your organization. By offering them opportunities to learn, grow, and contribute, you can show them that you value and respect their work, and that you want them to stay. Second, they can help you enhance your staff's productivity and quality of work, by providing them with the skills and tools they need to adapt to changing demands and expectations. By enabling them to update their knowledge, improve their performance, and solve problems creatively, you can increase their confidence and competence. Third, they can help you foster a positive and inclusive work culture, by promoting collaboration, communication, and diversity among your staff. By encouraging them to share their insights, mentor others, and participate in cross-generational teams, you can create a sense of belonging and community.

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Ro W. L.

Higher Education Services | Professional Development | Inside HigherEd Student Success Advisory Board | Negotiation Professor
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Employees and staff that possess advanced experience continue to be vitally important to the job market- skills, work ethic, and commitment are overall strong competencies for those in this professional stage. With rapid tech advancements and a potential recession in the upcoming quarters, employees will pursue training and incentives to stay current or advance their own skills and positions. Investing in late career development supports retaining employees while also providing up-skill opportunities to enhance a cohort of valuable workforce. Providing programs to encourage competency and relevancy are factors that effective companies can consider to foster a culture of employee- satisfaction.

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Marcelo Nogueira, Ph.D.

Executive Director at CTA | Risk Management | Software Engineering and Quality | Artificial Intelligence and Data Science | IT Governance | Cyber Security | Innovation and Digital Transformation |
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Esses programas s?o cruciais para reter funcionários experientes, uma vez que demonstram o compromisso da organiza??o em investir no desenvolvimento contínuo de seus profissionais. Além disso, ajudam a manter os colaboradores motivados, engajados e atualizados em rela??o às tendências e inova??es relevantes para suas áreas de atua??o.

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3 How can you design effective late career development programs?

Designing effective late career development programs requires considering the needs, preferences, and goals of senior staff, as well as the resources and constraints of your institution. To achieve this, you should start by conducting a needs assessment using surveys, interviews, focus groups, or other methods. This will help you identify gaps and opportunities based on their performance, retention, turnover, and satisfaction. Next, you should define objectives based on the needs assessment and select strategies to implement your programs. Consider the format, duration, frequency, and delivery mode of your programs when making this decision. Once you have selected your strategies, you can use various tools and methods to implement your programs. Finally, monitor and evaluate your programs using feedback forms, interviews, tests, observations, or reports. Compare your results with your indicators and targets to identify strengths and weaknesses.

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Marcelo Nogueira, Ph.D.

Executive Director at CTA | Risk Management | Software Engineering and Quality | Artificial Intelligence and Data Science | IT Governance | Cyber Security | Innovation and Digital Transformation |
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Para projetar programas eficazes, é essencial realizar uma avalia??o das necessidades individuais dos funcionários experientes. Isso inclui identificar lacunas de habilidades, interesses profissionais e metas pessoais. O programa deve oferecer uma variedade de recursos, como mentorias, cursos de desenvolvimento, oportunidades de lideran?a e networking, para atender a essas necessidades de forma personalizada.

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4 How can you implement successful late career development programs?

To ensure successful late career development programs, you need to make them relevant, flexible, and supportive for your senior staff, as well as aligned with your institution's vision and values. Communicate the purpose, benefits, and expectations of the programs to all stakeholders using various channels. Additionally, customize and personalize the programs to the needs and preferences of senior staff while respecting their autonomy. It is also important to provide guidance and feedback throughout the program with mentors, coaches, or facilitators. Give constructive feedback in a timely manner and celebrate successes while learning from failures.

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Marcelo Nogueira, Ph.D.

Executive Director at CTA | Risk Management | Software Engineering and Quality | Artificial Intelligence and Data Science | IT Governance | Cyber Security | Innovation and Digital Transformation |
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A implementa??o bem-sucedida envolve o envolvimento ativo da alta administra??o, a comunica??o clara dos objetivos do programa e a disponibiliza??o de recursos necessários. Além disso, é importante garantir a flexibilidade nos horários e formatos de aprendizado, levando em considera??o as demandas profissionais e pessoais dos participantes.

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5 What are the benefits of late career development programs?

Late career development programs can bring many benefits to your senior staff, institution, and society. For example, these programs can help senior staff maintain motivation and performance while preparing for retirement. They can also help institutions retain experienced staff and enhance productivity, as well as foster a positive and inclusive work culture. In addition, late career development programs can contribute to social and economic development by leveraging the potential of senior staff, as well as address the challenges of an aging workforce.

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Marcelo Nogueira, Ph.D.

Executive Director at CTA | Risk Management | Software Engineering and Quality | Artificial Intelligence and Data Science | IT Governance | Cyber Security | Innovation and Digital Transformation |
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Os benefícios incluem a reten??o de talentos, o aumento da satisfa??o no trabalho, a promo??o da continuidade do conhecimento e a contribui??o para um ambiente de trabalho diversificado e inclusivo. Funcionários que se sentem apoiados em seus desenvolvimentos profissionais têm maior propens?o a permanecer na empresa.

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6 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?

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Marcelo Nogueira, Ph.D.

Executive Director at CTA | Risk Management | Software Engineering and Quality | Artificial Intelligence and Data Science | IT Governance | Cyber Security | Innovation and Digital Transformation |
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Além dos pontos mencionados, é importante avaliar regularmente a eficácia do programa, promover uma cultura de aprendizado contínuo em toda a organiza??o e adaptar os programas de desenvolvimento de carreira tardia de acordo com as mudan?as nas necessidades e objetivos dos funcionários experientes.

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How can late career development programs help you retain experienced staff?

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1 What are late career development programs?

2 Why are late career development programs important?

3 How can you design effective late career development programs?

4 How can you implement successful late career development programs?

5 What are the benefits of late career development programs?

6 Here’s what else to consider

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How can late career development programs help you retain experienced staff?

1

2

3

4

5

6

1 What are late career development programs?

2 Why are late career development programs important?

3 How can you design effective late career development programs?

4 How can you implement successful late career development programs?

5 What are the benefits of late career development programs?

6 Here’s what else to consider

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