What do you do if you want to motivate your team in late career?

Late career professionals possess invaluable knowledge that can be passed on to others. They can make great mentors who can work with people on projects as they offer experiential training and advice. It is also crucial to engage them in decision making committees as they have prior scenario experience that they can reflect on.

When it comes to motivating people in their late career phase, it's important to understand their personal needs and goals. You can start by acknowledging and appreciating their years of experience and the knowledge they bring to the table. Offering opportunities for development, like training programs or workshops, can help them stay engaged and motivated. Creating a supportive environment where they can openly share their thoughts and concerns is also crucial. Additionally, providing flexible work arrangements and setting meaningful goals can go a long way in keeping them motivated. Remember, everyone is unique, so it's important to tailor your approach to their individual needs.

Offer skills training and job shadowing opportunities to enhance skill growth and development. You can also consider reverse mentorship where the younger generations train the older ones mostly on matters technology.

Hybrid working options enable people to utilize flexibility in their time management while reducing the stress of frequent work commutes. You can have designated office and remote work days that are open to adjustments. This boosts mental health, time management and flexibility.

To motivate your late-career team members: - Recognize Expertise: Celebrate their achievements and leverage their knowledge. - Encourage Growth: Offer opportunities for continuous learning and skill development. - Flexibility Matters: Provide flexible work arrangements to accommodate personal needs. - Create Legacy: Encourage involvement in projects with lasting impact or knowledge sharing. - Maintain Connection: Foster a sense of belonging through regular communication and team-building activities. - Offer Support: Provide resources for retirement planning and discuss transition options.

Start with an Intention to *meet them where they are*. The above 6 steps are extremely helpful ???? A hidden key here is "connection and alignment". Have a heartfelt conversation with your Team Member. How are they doing? What are their priorities in life and career lately? What makes them happy? How could you make their work even more exciting for them? Do they have any goals (life or career, big or small) this year? >>> Once you connect on this level, it will be easier to shape their work environment and offer support to make sure they're thriving, motivated, and excited to do their best work.