How to attract and retain older workers
Photo by Towfiqu barbhuiya on Unsplash
In this time of high inflation, unstable markets and the susceptibility of retirement accounts, a growing number of older adults often find themselves compelled to extend their working years. At the same time, employers are grappling with skills gaps and a scarcity of workforce, leaving them desperate to recruit, particularly for frontline positions.
In this ever-evolving and demanding business landscape, where employers must tackle issues like staff defection, low productivity and the enormous costs associated with changes, the inclusion of older and more seasoned employees can prove highly advantageous.
By hiring these individuals, employers not only secure staff members who show loyalty and dependability, but also benefit from their sharp-witted judgment when addressing the pressing needs of customers.
Furthermore, research shows that older workers bring a collaborative ethos to the workplace, enabling organizations to optimize the diversity inherent in the teams with mixed generations. By combining the good health and strength of youth with the wisdom and experience, these workers contribute to a harmonious work environment. Moreover, they play a vital role in reducing the long-term labor shortage the world currently confronts.
The issue of filling workforce gaps has become increasingly pressing as the rate of retirement outpaces the influx of new workers. The aging population has contributed to this challenge, although the trend has been somewhat diminished by the fact that people are now working longer than before.
Age is not a barrier
This is a significant factor driving many companies to develop strategies aimed at addressing workforce gaps, such as prioritizing the retention and recruitment of older employees. Age is not a barrier when considering job candidates and promoting equal opportunities for older adults.
Moreover, companies are not only concerned about the sheer number of individuals leaving the workforce but also about the specific individuals and the knowledge loss that accompanies their departure. It is clear that organizations are actively grappling with the implications of workforce gaps and striving to find effective solutions.
Experienced leaders retiring all at the same time can result in a lack of skilled experts among the succeeding generation to assume their positions. This is why certain organizations prioritize the recruitment and retention of seasoned professionals, who can be mentors to less-experienced employees, passing on their technical expertise and refined personal abilities. The departing generation is already familiar with different software, but they could also rely on learning management systems software selections to help further teach and train younger generations.
So, let’s try to understand how to attract and retain older workers.
Recognize the desires of older employees
By 2030 the workforce will witness a rise in the number of older employees, necessitating employers to consider their specific needs. Fortunately, the key factors that contribute to the happiness and engagement of older workers are not vastly different from those applicable to workers of all age groups.
However, there are certain aspects related to work and the workplace that older workers deem more significant. Employers who wish to access the labor pool of older workers must transition from transactional connections with their employees to connections based on empathy and comprehension.
These principles also serve as universal design principles, as they can be applied broadly to assist employers of various kinds in attracting and retaining essential workers, regardless of their age.
Foster clear and honest communication
When they perceive that management is effectively conveying expectations, the majority of older employees will want to stay longer in the job. However, many organizations face difficulties in achieving effective communication, especially when it comes to older workers in frontline positions.
Managers who oversee essential workers often tend to be younger and less experienced. Training in effectively communicating with older colleagues and leading intergenerational teams becomes necessary. Nevertheless, when leaders are able to communicate clearly and honestly, they foster a positive work environment that fully utilizes the valuable experience of older workers.
Managers who can combine honesty with open communication are particularly successful. Older employees greatly appreciate the fact that leadership actively looks out for their opinion.
Assign older employees respectful and meaningful tasks
While compensation remains the primary motivator for workers of all ages before the age of 60, around this milestone, another motivator takes precedence – the desire to engage in interesting and fulfilling work. For many older employees, this entails opportunities to excel in their field, make a positive social impact or mentor younger colleagues, thereby feeling valued.
Enable flexibility in schedules
Older workers prioritize work schedule flexibility, often preferring remote work or hybrid roles, particularly due to potential health concerns. In response, companies are offering various options to accommodate this need, including reduced hours, flexible remote work arrangements, job sharing and phased retirement.
Flexible remote work has emerged as an attractive feature for attracting and retaining employees, as it allows individuals to avoid some common hindrances, such as commuting and weather conditions, while still being productive.
Value their skills and experience properly
The skills and experience possessed by older workers are immensely valuable, particularly during periods of high demand and activity. The task of transforming essential jobs from repetitive, boring, unproductive, yet essential tasks to meaningful positions presents a leadership challenge that can be overcome by crafting roles that possess a greater sense of purpose.
By emphasizing the significance of daily interactions and relationships with customers, organizations can showcase their noblest mission.
Offer comfortable accommodations
Although older workers may still be capable of performing their usual tasks, age-related illnesses, conditions or health problems might hinder them from working as effectively and extensively as before. Furthermore, some older workers may qualify as having a disability.
It would be advisable to consider providing comfortable accommodations to older workers, allowing them to carry out the essential functions of their jobs. For instance, older workers could be provided with increased seating, and more frequent breaks, assistive listening devices and optical magnifiers or large print materials.
The crucial aspect is ensuring that all workers can perform their jobs in a safe, secure and efficient manner.
Offer supplementary training
Offering older employees supplementary training is very important. This will enhance their level of engagement. For instance, employers can consider providing extra courses on computers, mobile devices and other technologies to older employees who may feel overwhelmed by standard employee training. Despite their age, being ready to find a job shows that these employees still possess the ability, eagerness, and necessity to acquire new skills.
By investing in the training of older employees and consistently supporting their development, there is a higher probability that these individuals will continue to valuably contribute to the business.
Propose phased retirement
Often, older employees do not wish to completely stop working; they simply desire to reduce their workload as they might feel more tired due to their age. In this case, a very appealing solution is to offer phased retirement. It allows employees to gradually decrease their working hours over a period of time, while the company can still benefit from their valuable knowledge and expertise.
Phased retirement also provides employees with the opportunity to continue earning money, which can assist them in preparing for future retirement or healthcare expenses. Additionally, it ensures that their medical, dental and vision care is covered.
Moreover, the phased retirement increases their spare time, and can give them a glimpse into how they would like to spend their retirement once they are fully retired. Unlike the abrupt one, this gradual transition may be the most beneficial solution both for the employers and the employees.
