Mature employees will
become more of a feature of all our workplaces over the next decade. Astute employers are working now to develop a
strategy for how to be an employer of choice for mature age workers. Phased retirement, training for new skills
and flexible working practices, these are the buzzwords for mature workers and
the way to capitalise on the growing presence of this group in all Australian
companies over the next 10 years.
The Australian Bureau of
Statistics estimates that 85% of all workforce growth will be supplied by
people aged 45 and over by 2012. In Australia we have a double edged sword to
deal with, a skills shortage and also an ageing population.
Mature age workers (45+) have been proven to have lower absentee
levels, higher productivity levels throughout the day and also obviously the
benefit of longer term career experience (www.deewr.gov.au/experience). Getting to know the needs of
this highly productive group of employees can be your key to staying ahead of
the game.
Did you know that mature
age workers are as likely to want new challenges and stimulating projects as
are your Gen Y employees? They may place
less value on career advancement, but they are looking for job fulfilment and
challenges, not an easy ride at work.
“Contrary to popular opinion, the vast majority of older workers
are not seeking an easy transition to retirement, with 75% of our survey
respondents preferring a challenging and rewarding role.”
(Chandler McLeod White Paper, Coming of Age, The impacts of an ageing workforce
on Australian business)
Perhaps your younger
managers may feel uncomfortable about managing someone older than them. However, this is a great learning opportunity
for the manager and a chance for them to demonstrate level headed and objective
management skills. A skilled manager has
the flexibility to work with employees from many different backgrounds and
ages.
You could be finding that
mature age workers just don’t apply for roles at your company. Older applicants are less likely to use
online job boards and services than younger workers. This doesn’t mean they won’t have the skills
for the job, however, if you’re phrasing your ads to appeal to a younger
market, using terms like career opportunities, then you could be missing out on
the benefits of hiring mature age workers into your organisation.
With a worldwide trend
occurring of employees planning to delay retirement and work longer, it makes
good business sense to get better at retaining these workers and keeping them
happier for longer. Mature aged workers value training and new challenges at
work, to keep them engaged and stimulated.
Having plans in place to facilitate a phased retirement with flexible
working practices can be easier and less expensive than making a new hire.
At Trevor-Roberts we talk to companies every day about workforce
planning. If you would like a
confidential discussion about your people strategies for the next five years,
call Deborah Wilson, Thought Leader and Client Services Director at Trevor-Roberts.
