Leveraging Mature Workers in the Workplace

Posted by suzanne  on Feb 16, 2016

The workforce is aging and the mature workforce has distinct benefits to offer employers. Leading-edge organizations are beginning to understand this. It is exciting to see the strengths of older workers being recognized in Canadian workplaces.

This is because older workers have many benefits to offer employers. At the same time, human resources professionals have a key role to play regarding the career development of older workers. They can develop strategies that move older workers into roles that enhance workforce effectiveness and organizational productivity. In fact, to meet organizational objectives there are five areas for human resources professionals to focus on:

1. Identifying new career pathways
2. Adjusting the organization with HR strategy
3. Redirection reset button
4. New career challenges and projects
5. Career development, beyond traditional retirement

As I outline in the January 2016 issue of HRPA magazine, it is critical to pay attention to these issues. Managers and human resource professionals who understand what an aging society means for their workforce can leverage mature workers in their organization. For more information, I invite you to read pages 31 and 32 here.

The Mature and Experienced Workforce

Posted by suzanne  on Jan 31, 2016

It was a pleasure to have the opportunity to focus on Canada’s aging workforce at the recent symposium devoted to this topic. In fact, since presenting at CEDEC‘s Maturing Workforce Symposium held at Cannexus16 a few days ago, I have continued to reflect on some critical issues.

The aging population equates to an aging labour force and this has implications at the individual, organizational and societal level. These complex issues demand employer policy as well as social policy to help address them.

Older Workers
Life spans have increased and individuals are responsible for saving more for their retirement at the same time that financial markets and investment returns are shaky. It is no wonder various polls report that more people expect to continue working past traditional retirement age.

Mature or older workers have different goals and needs than younger age groups. They want flexibility from employers. They need career pathways that help them meet specific objectives.

Employers
Both the way we work and the linear career path of the past have changed. This collides with our intergenerational workplace and makes it urgent that employers create new programs and policies to facilitate talent management, training and development and career progression.

Later life career development is new terrain in the work-life landscape. Navigating job change and moving into mentorship roles are difficult tasks. In addition, succession planning and knowledge transfer need to be mapped out. Businesses and organizations are trying to identify and understand what this means in their workplace.

Canadian Society
With these powerful demographic and economic forces, we are undergoing a major social and cultural shift surrounding later life work and retirement. We are in a revolutionary transition and social policy is required to help guide and manage this significant change that will affect established social structures in Canada. New evidence-based policies and programs are required.

Finally, these issues are complex. Collaboration and partnership are required to navigate this emerging later life landscape.

Redirection Project

Posted by suzanne  on Jan 26, 2016

More and more people are pursuing a longer working life. Redirection speaks to this rethinking of work and income options for later life.

I coined the term redirection to refer to the new stage of career as individuals transfer their skills, experience and knowledge in a new direction. By pursuing a new occupation, individuals are able to use some of their strengths while learning something new. This provides revitalization.

Northumberland County residents are invited to participate in the Magnet Redirection Project as part of the age-friendly initiative.

Attention Northumberland County Residents, please click here: Magnet Redirection Project.

The Redirection Project examines how Canadians in their 50s, 60s and beyond are turning away from traditional notions of ‘retirement’ to seek new employment. There is a radical change taking place with an expansion of our working lives and re-imagining of retirement as the baby boomers enter what has traditionally been viewed as their retirement years.

The Redirection Project is a CERIC-funded national research initiative. The project consists of a national survey (see below), success stories to help inspire others and a documentary film (see the story contest).
The research examines partipants’ experiences with later life work and career development as they shift gears and pursue new types of work.

If you are age 50 or over and seeking new employment (or have already found your new career), you are invited to participate in important research about this topic in order to help others in similar circumstances.

To participate, please click on one of the following links.
Redirected and working in a career
Seeking redirection and looking for a new occupation

The project has received great coverage in the Globe and Mail.

Recent York University YFile press: September 2015 and January 2016 articles.

Financial Gerontology

Posted by suzanne  on Nov 30, 2015

A few people have asked me about the term ‘Financial Gerontology’.

As a field, gerontology (the study of aging) consists of many disciplines such as health, psychology, sociology, education, law and political science, to name a few. It is interdisciplinary in nature.

Gerontologists work on both micro and macro levels. Certainly, financial issues come into play at a societal (e.g. socio-economic issues and social policy) level as well as at the individual level (e.g. later life work and income, wealth generation and savings, financial management, etc.).

Financial gerontology is the study of aging and the related financial, business and economic issues. This emerging field developed when this term was first coined in 1988.

Traditionally, the financial aspects of aging have been a bit on the periphery within the study of aging, a part of gerontology and issues of aging, but not in the forefront. Regardless, financial and economic issues, including later life work and employment, poverty and low-income seniors, pension plans and retirement savings, are linked to gerontology and a part of the field of gerontology. These are important personal and public policy issues.

In this low-growth, economically sluggish climate, I predict that all of these issues will become increasingly important to society as well as to gerontologists and the older adults they study and serve.

More on this topic is available here:

http://planetlongevity.com/2015/11/murky-waters-in-an-aging-world-fusion-and-confusion-of-terminology-part-1/

Later Life Work and Career

Posted by suzanne  on Sep 19, 2015

For adults age 50 and over, longevity has combined with a rethinking of work and income options. There is a radical shift taking place with an expansion of our working lives and a re-imagining of retirement, combined with a demographic shift to an aging society.

Delayed retirement is a growing trend. Since the mid-1990′s, there has been an increase in the employment rate of older Canadians. In fact, Statistics Canada data show that from 1997 to 2010, the employment rate of men 55 and over increased from 30.5% to 39.4%¹. During the same time, the rate for women grew from 15.8% to 28.6%. In addition, a Canadian survey indicates that a growing number of individuals expect to be working full time at age 66².

It is a pleasure to announce my new study. Funded by the Canadian Education and Research Institute for Counselling (CERIC), this project will examine how Canadians in their 50s, 60s and 70s are seeking out second and third careers as “retirement” is redefined. It will also look at how career professionals can best assist older adults in their career development. The Redirection: Work and Later Life Career Development Project will examine this new phase of later life career that is emerging.

I coined the term “redirection” to refer to the process of finding new pursuits during the second half of life. Redirection, which aims to move beyond traditional notions of retirement, occurs as older adults increasingly seek the rewards of work and stay engaged. It can be a stage of renewal, reinvention and growth.

This project was announced by CERIC and York University.

Footnotes

Experienced

Posted by suzanne  on Apr 9, 2015

Mature individuals have a great deal to offer. Leveraging their experience, abilities and wisdom is critical in our aging society.

In Western society, there is a tendency to overlook mature and experienced workers. They do not receive the respect accorded to them in the past, or in other countries.

Recently, the New York Times published a lovely compendium of experienced masters - individuals who are at the top of their craft. These inspiring people, of mature age, continue to be highly productive older adults who are passionate about the work they do.

Over and above the meaning and purpose work offers for these individuals, their stories convey several key messages. First, their stories highlight their openness to learning and being present in the moment. These are qualities that need to be cultivated. Also evident is the importance of process and the honing of great works over time. Therefore, patience, dedication and self awareness are critical to becoming a master and developing seminal and socially meaningful work. In addition, they are very inspiring. Finally, I wonder if their age matters because it is their talent and their craft that stand out to me.

In any case, masters is a fitting description for them.

LEWIS H. LAPHAM (2014). Older masters at the top of their game, New York Times Magazine.

Meaningful Work That Pays: Beyond Volunteerism

Posted by suzanne  on Mar 21, 2014

This week, I was invited to Peterborough by Hatch to speak to older adults in the community about later life empowerment through self renewal, challenging roles and community innovation during the New Retirement. My presentation was sponsored by CARP. This is some coverage in the local media about my presentation.

It was a fabulous evening: we had a great turnout and people stayed after my presentation for an hour-long Q & A session. We discussed ‘retirement’, volunteering and social enterprise. Hearing members of the audience’s views on this topic was interesting. Not all older adults want to volunteer; some want to do more. Moreover, some want to earn money for their extensive knowledge, skill and expertise. This indicates to me that there is a shift occurring within attitudes and expectations for ‘retirement’.

I engage groups and help them see opportunities – the opportunities of later life. In partnership with Hatch and Peterborough Economic Development Business Advisory Board, I am offering a workshop series for adults who are in the Third Age and are interested in starting a new enterprise – something that generates revenue and gives back to the community. Please contact me (on my contact page) or visit Hatch for further information.

Redirection: A New Life Stage

Posted by suzanne  on Mar 14, 2014

Life Redirection: Sometimes you just have to make a change

My scholarly article entitled Redirection was recently published in The Gerontologist. In this paper, I discuss the sociological and psychological process of later life career development as an individual enters a new career stage. To date, this has received little attention in the career development field.

Retirement is changing. There is great knowledge, skill and experience that older adults can transfer into new roles. I predict that organizations and communities will begin to recognize this.

The fact is that more people will reach this life stage as life expectancy continues to increase. More individuals will be looking for the next challenge.

What is your next challenge?

Ruth Dempsey from Aging Horizons Bulletin interviewed me about this paper. The interview is here.

Balance

Posted by suzanne  on Aug 15, 2013

Individuals are busy people. Life keeps people busy. Everyday while trying to fit in demands, responsibilities and obligations and going about life, individuals adjust their schedules, prioritize and re-prioritize.

Daily, it often seems, many have to hit stop and reset as the path of life takes unexpected turns. Plans become scrambled. Something requires our attention; sometimes it is completely unexpected, sometimes it is a request from a loved one. There is a realization that something needs to give and we need more time to accomplish what is most important or something highly critical needs some attention. But it requires that time and energies shift so we can devote more time to another area of life that has become a critical priority.

Individuals are always trying to re-balance during the journey of life. Change is constant. Individuals are always re-assessing, re-aligning and re-jigging. Thus, goes the dance of life, as we shift, spin and spiral towards one thing and away from another. The dance is constant, no matter what age or stage of life. Even in later life, the freedom to choose commitments and activities does not mean that the dance does not continue. We are always seeking to fine tune and adjust lives to fit in time: with friends, for ourselves, with a loved one and for work and productive activity. The dance of life that is required is never-ending and the most resilient of us endure with a sense of humour as we parcel out time.

It all comes down to time and managing our time to do what we most want to do, what we have to do and what is necessary. Somehow, time seems to move faster as we age.

Dear Readers – What are your impressions of time and the flow of time? What are your thoughts on the shifts and changes of balancing life?

Here’s to the ‘tick, tick, tick’ as we dance through life!

The Longevity Imperative: Later Life Career Options

Posted by suzanne  on Feb 14, 2013

Clearly, later life careers and career options require change. Longevity, greater health and education and financial realities have all contributed to this social imperative to revisit later life career and career planning.

Individuals are working longer. They are embracing productive and engaging roles that they find stimulating and meaningful.

Despite this, career and career development during later life are not often discussed. Seasoned workers, with the skills and talent they bring to the workplace, continue to have much to offer – even as they approach the traditional age for retirement.

More individuals are looking for new career options for the second half of life. They aren’t ready to be tapped on the shoulder and told it is time to go. Older workers who remain with their employers are often dismissed and neglected when it comes to career development, talent management and training and development. What we should be seeing instead is more attention to these issues.

In addition, there is much more opportunity for innovative talent management programs for older workers, such as transition and knowledge transfer strategies and succession planning – all of which support employer and employee interests. This is good for a healthy economy, a productive workforce and a stronger Canada.

My work addresses the career development of older workers and demonstrates why this is important for healthy aging. I believe that individuals will continue to be connected to the workforce in various ways; thus, we need to rethink organizational processes and procedures that slowly move older workers aside. We need to be more innovative with regard to the ways individuals can contribute and be productive.

I notice a growing interest in baby boomers and career. It is always refreshing to discuss issues with others who share a similar perspective. Dear readers – I would enjoy hearing about the issues you see in society and in the workplace. Please share any good examples of best practices that stand out for you.