What do you do if you want to negotiate a phased retirement plan?

iIt is best if you not only specify the hours you want to work, but also have already thought about specific projects in advance. Prepare well and explain which projects or clients you want to hand over and why. Also explain which projects you absolutely want to keep and how this can be reconciled with the planned working hours. For which customers can you continue to be the direct contact person and which customers would be just as satisfied with another employee? Your employer must ensure that all clients continue to receive the same high quality of advice. So prepare a concept that is tailored to your future working hours.

Look into the existing retirement and transition policies your employer has in place. Some companies may already offer phased retirement plans, while others might require a more customized approach. Research industry norms and legal considerations, including any impact on your pension, benefits, and tax situation. This step is crucial for understanding the landscape and what might be feasible or negotiable with your employer.

Approach the negotiation with openness and flexibility. Present your proposal clearly, focusing on the benefits to the organization and your willingness to work together to find a mutually beneficial solution. Be prepared to listen to your employer’s concerns and negotiate aspects of your plan, such as the timeline, work schedule, and impact on benefits. Emphasize your commitment to a smooth transition and your interest in supporting the company during the change.

Once an agreement is reached, work on a detailed plan for the phased retirement's implementation. This should include: A formal agreement: Document the terms of your phased retirement, including any changes to your work schedule, responsibilities, salary, and benefits. A communication plan: Decide how and when to communicate your retirement plan to colleagues and clients to manage expectations and ensure continuity. Transition tasks: Identify key tasks for knowledge transfer, training of successors, and handover of responsibilities. Regular reviews: Establish checkpoints to review the arrangement with your employer, allowing for adjustments as needed.

If time permits, then in my experience it is best if another employee and you are jointly responsible for a customer for a transitional period. So don't just introduce a new contact person to the customer, but work together with the customer as a team of three at the beginning. This will build trust and the new contact person can get to know the customer in a relaxed and familiar environment. It is also more pleasant for the customer than if the previous contact person disappears from one day to the next. especially at the beginning, questions will come up more frequently that the new contact person cannot answer immediately. It is then ideal for everyone involved if the old contact person is still available at the beginning.

Mentorship and training: Offer to mentor younger employees or train your replacement as part of your phased retirement, adding value to your organization. Legal and financial advice: Seek advice from legal and financial advisors to understand the implications of your phased retirement plan. Emotional preparedness: Consider the emotional aspects of transitioning into retirement and plan for staying engaged and fulfilled. Negotiating a phased retirement requires clear communication, negotiation skills, and a focus on creating a plan that benefits both you and your employer. By following these steps, you can smooth the transition into retirement while continuing to contribute to your organization.

The most important thing is your unbeatable experience in the company! You have been with the company longer than many other employeesa round you. You know the processes within the company very well and have a feel for the company's culture. You have known many customers personally for decades... So be confident and proud of what you have been doing for the company for a long time.