Wherever you work, have you ever considered what the place will be like in 10 or 20 years? Is it (or will it be) an employer of choice for the older, experienced worker? Ask yourself key questions about your current work environment to get a feel for where you are vs. where you may want to be in the future.
(1) Are work related interactions among experienced workers and new employees commonplace?
(2) Do all levels of workers participate in company sponsored development opportunities?
(3) Do people of all ages enjoy working there?
(4) Is there a “we/they” mindset at work or do the majority feel “we’re all in this together.”
(5) Do older workers recommend that younger people work there?
(6) Do older workers have flexibility to care for parents /grandchildren as younger workers have for child care?
(7) Do people come and go in your company from both experienced and newer ranks?
(8) Are older and younger employees teamed together for work related projects?
These types of questions help to identify an age friendly work environment vs. one that succumbs to age discrimination.
There are many actions that can create a more age friendly work environment . Experienced workers can play an important role to prepare for your own future while at the same time transferring pertinent knowledge to younger workers. Take stock of these types of offerings, see what is currently provided or what could be implemented that would have the greatest impact on you and your co-workers. Then, determine the best way to proceed. Perhaps talk with a support professional at your workplace or implement the most desirable option with your colleagues on your own. Remember that old expression “If it’s meant to be, it’s up to me.”
Recognize the types of institutional memory you possess within your organization.
Launch a mentoring program where older workers pass on important knowledge, traditions and “how to” to younger workers.
Talk with your human resource department about launching a retirement planning program to begin creating both a professional and personal plan of action.
Establish a career counseling center (or partner with one in the community) to assist with job re-entry for part time work.
Talk with your human resource professional about partnering with business training programs to explore entrepreneurship, consulting, new business options for the future.
Develop a phased retirement option where older workers contribute on a part time basis; in essence, its an opportunity to try retirement on for size without making a commitment.
Diversify work functions so experienced employees can update work manuals, record how to fix outdated equipment, meet with long term customers to determine how their needs have changed, etc.
Explore opportunities to work from home, work part-time, or do temporary work after retirement.
This is the tip of the iceberg. Determine what would be most beneficial to you and your colleagues as you prepare for your future while also taking care of business.
Note from Joyce:
If you already have experiences related to this question, we’d love to hear them so send us a comment.
