What are some ways to promote career development for older workers?

Make it easy to move into part time positions or positions of lesser responsibility. Older workers provide continuity and knowledge of your company's products but they may not want to work in a full time or heavy responsibility-filled role.

El conocimiento, la experiencia y la prudencia son poderosos instrumentos que ayudan a los más jóvenes a desarrollarse. En una corporación siempre debe haber un balance entre juventud y experiencia

I am continually looking for mature workers. They have a wealth of knowledge and experience to bring not just to the role but to the team as well. Maturity can not be taught it is lived experiences.

I’m well past retirement age. I accept that not everyone is the same and it’s perfectly acceptable to retire sit back and relax from stress and toil for those remaining years. I am still capable of assisting clients with management issues and continue an active life with gardening and DIY. I began my career in the manufacturing industry as a time-served apprentice, progressing through supervision to general management and on to freelance consultancy. My USP for reliable consultancy is based upon no mortgage, no dependable children but a wealth of knowledge and experience across the whole spectrum of business. My continuing professional development is achieved with online studies. There still opportunities out there for us old codgers!

Recognize and leverage their strengths, but also seek to learn what would motivate them. A lot of well-seasoned employees value the opportunity to coach and mentor emerging professionals. Ask if this is something of interest. They can be established as an informal lead, even without formal authority. Ask what development opportunities would be of value to them. Just because they may be a high-professional does not mean they don't still enjoy learning new things. Assign them to cross-functional teams to learn new aspects of the business or to network with others they may not know. Ask them to do process improvement initiatives on areas for which they are a SME. And then have them document the procedures to use when onboarding employees.

As an older worker myself, I do feel that we continue to struggle with a perception that we are focussed more on the end of our careers rather than a future reinvention. Increasingly employers are recognising the importance of retaining their mature employees but have not necessarily considered what that looks like from internal development or training opportunities. Whilst there have certainly been leaps forward in this space, we still have a ways to go before we can say that age is not a factor when considering to which employees we offer resources and training.

Promover encontros entre colaboradores de diferentes faixas etárias com interesses semelhantes para que criem um la?o e possam se ajudar nas demais atividades do dia a dia.

Assim como em qualquer outro momento das nossas carreiras, n?o existe solu??o única. Os trabalhadores mais velhos também s?o diversos entre si. Respeitar essas individualidades em consonancia às necessidades da organiza??o, certamente vai maximizar resultados para ambas as partes.

I think you need to talk to people and understand their desires. Today I think that we speak a lot for other people. I have 49 years old and I don't like that the people speak for me.

Implementing a mentoring program targeting older workers can provide considerable advantages. Systematizing the intergenerational connection in this program can offer valuable support. It's worth mentioning that there is currently specialized consultancy available to help in this process.

Oui On peut y travailler Dans le dialogue et le respect Le travail c est pas de la tarte ! Rien faire c est compliqué Une sortie progressive est à discuter

I agree. For example, some of older workers prefer flexible since they can bring their parents for medical appointments or spend some time with their grandchildren. Flexible worktable helps since workers can still connect with the society and balance family obligations.

It is important to understand that the life stage demands are on all our employees, regardless of age, but it is clear that older workers and not only dealing with their own work and personal challenges but often those of children and/or parents. As employers we are being challenged to think differently about how we ask our people to work but more importantly consideration of job design and how the work we do impacts on our older employees is an essential consideration. Whilst flexibility and reduced hours may be convenient is it affordable? Do we understand the financial wellbeing impacts of this on an individual and helped them plan for transition?

Liberdade geográfica e para a gest?o do tempo s?o contrapartidas valiosas para um trabalhador envelhescente. A vida contempla diversos ciclos - cada um com seus ?nus e b?nus. A longevidade é um deles. Respeitar características inerentes e acolher tudo de positivo que os anos de experiência trazem - ingredientes para parcerias bem sucedidas.

There is Good Grief in Retirement especially when you’ve e done everything right! Many retires return to work for another 5 years. Employee wellness for retirees offers Human Resources a much needed option when filling vacancies and can be advantageous for project work.

Great topic, loved reading the previous perspectives! My thoughts: - Mentorship: pairing seasoned pros enthusiastic newbies to foster transfer of knowledge -Upskill for the digital age: Promoting opportunities for them to learn AI, data analytics and coding, for today's rapidly digitizing World. -showcase success stories of older workers to shatter ageist stereotypes :)

Vivo a experiência de empreender no pós carreira. Aos 61 anos atuo há 04 como Educadora Financeira e Coach. No B2B ou B2C, com liberdade de agenda, escolhendo meus projetos e ainda com liberdade geográfica a partir do trabalho online. Posso afirmar que esse é o período profissional mais rico e feliz em minha jornada de mais de 04 décadas de trabalho.

I left my job to care for my husband, when I tried to return all doors were closed. Employers need to offer a Bridgeway Back especially for retired workers. By the year 2040 50% of the population will be age 50 and older. They will need us! We are not over the Hill we are the Hill! #bridgeway36

It has been my experience that we often fail to communicate with our older workers about what their longer term work intentions or desires are. Often this is done out of fear of being perceived to discriminate against older workers, when in fact many are unclear of what their options actually are. When we assist employers engage appropriately with their older workers and give them the space and time to imagine their futures, we see far better long term career transitions taking place. Employers understand the need to retain older employees and to hold on to their knowledge and skills. Consultation and consideration go a long way to finding a solution that works for all parties.

All of the topics raised in this article are highly relevant and managing a mature workforce is becoming an increasingly pressing topic for employers. In the work I do with many businesses, we tend to ponder this issue from a distance rather than engage with the person our decisions will impact most. Creating a conversation in an open and transparent manner will launch not only new thinking but a wealth of employee goodwill and loyalty which may not previously have been tapped into.