Older workers—far from over the hill!
In 2015, people 45 to 65 years of age will represent close to half of Canadian workers. Few employers are yet concerned with keeping their older workers, however. Beyond legal requirements, experts have sounded the alarm bell: companies must not delay in implementing the sustainable management of older employees.
Analyzing
To begin with, know your practices. What is the average age of team workers? What types of positions do senior workers hold? How are they accepted? Are they included in recruiting and promotions?
Communicating
In-depth development of a company is a long-term project. Employees’ attitudes can be changed by sensitizing workers. Managers and recruiters can be trained on multi-generational management, for example.
The employer image must also project openness to all age ranges. Young graduates are not the only ones to deserve communication investments.
Training
A training policy is a key requirement for retaining older employees and ensuring their competence. Older workers should update their knowledge with refresher training, which will also be motivating, provide them with growth perspectives and involve them in the business.
Motivating
Older workers may have difficulty staying motivated if they know they will not advance anymore. After many years of work, they have often reached the top of the hierarchy for their position. Serge Guérin, author of “Manager les quinquas” [managing older workers] advises promoting horizontal mobility. The professional challenge then lies in changing divisions instead of climbing the ladder.
Mentoring is also an excellent way of harnessing the experience of senior employees for the benefit of the entire company.
Accommodating
Special measures can be used to facilitate the retention of older workers. Many people in their sixties do not want to find themselves idle when they retire. They would willingly consider part-time work or telecommuting. Duties can also be adapted in light of physical constraints.
All these measures should be put on the agenda at once. Companies should not deprive themselves of seniors’ experience as talents become rarer. Retirement should not be encouraged when productivity is likely to suffer because of labour shortages. The above concerns deserve serious consideration by all companies.