Waysto Retain the Older Workers
Waysto Retain the Older Workers
Workingage people is referred to as the total number of people in a givenregion that is likely and able to work. In most regions, people abovethe ages of 15 years and below 65 years are the working age people. Most of the working people today were born during thebaby boomer era and have a large impact on a country’s economy.However, these groups of people are retiring yearly and there wouldbe shortage of people in the working environment soon. The governmentand employers need to find ways of increasing older workforce. Thisis possible if the leaders in different organization would considerways of how to retain them at work.   Researchobtained from a video by Rainer Strack and the twodifferent articles will help leaders find ways of handling the olderwork force to retain them past their retirement age.
Fromthe video, “The Workforce Crisis of 2030” byRainer Strack explains using a graph that shows the currentworking group of people is above 15 and below 65. However, heemphasizes that in the near future there is going to be ashortage of working people, if the leaders do not come up withstrategies to keep the older working force (Strack, 2014). Rainer and his research team found out that as much as people work toget money it was not their first priority. They found out that peoplewould prefer to have a good relationship with their employer.Secondly, they would appreciate if the working environment were goodwith a balanced life. Thirdly, they would prefer to work in a placewhereby they have good working relationships with their colleagues.Lastly, they would love to be appreciated at their place ofwork not just yearly, when they receive a bonus but daily at work(Strack, 2014). Therefore, he concludes that people are looking forrecognition. In addition, he gives suggestions on what both theemployer and the government should do to be able to solve theshortage problem of employees in the near future. First is by findingways to motivate generation Y, retired employees, and women at thework place. Secondly, increase the retirement age. Thirdly, due tochanges in technology they should consider educating their employeesto increase their skills on different fields.  Fourthly, is byrealizing how to retain their best workers by findingdifferent ways to appreciate them and create good relationshipcultures at work (Strack, 2014).
Fromthe article “Employer Strategies for Responding to an AgingWorkforce”, by Francine M., Susanne M. Bruyere, and SaraVan Looy it is clear that the older generation is a workgroup that is increasing on daily basis. The increment would reacharound 115 million by 2020. Research shows that this work groupdesires to work beyond the traditional set retirement age. This isbecause of the reduction of the retirement portfolio value/ incomeand life increased expectancy. In addition, They arecommitted to their work, they get satisfaction from their jobs,and are committed to the companies they work for. Employerssay the older workers have experience, they are punctual, haverespect for authority, and are even-tempered. There is a newperception or attitude today about how the olderworkers as people who are resourceful and productive in the societyhave increased (Tishman, Looy, & Bruyère, 2012).  Researchshows that most of the baby boomers generation is soon retiring theirwork place leaving with a lot of knowledge about their workand most of their positions empty. The work force is losing 10percent of older works yearly. However, employers need to findways to be able to keep these employees.  Researchshows different ways, which they can use. One they can educate thesework group age, they should adjust their working environment to fitall generations. For example flexible working hour, allow them towork from different locations, cut down on theirresponsibilities (Tishman, Looy, & Bruyère, 2012).Employers can also make sure there is no discrimination ofthe older workers using policies that would make the employees feelappreciated. Find ways to continue giving them incentives even afterthey have qualified to get their pensions.
Fromthe article “Supervisor Guide: Managing Aging Worker” by BarbaraMcIntosh, there is emphasis on the need to change the managementpractices and attitude towards the aging workers to be ableto keep them. This is because very few younger people are joining theworkforce, while the older people to resign soon. In addition, theolder workforce has experience, are responsible, dependable, andproductive (McIntosh, n.d.).  The management practices that theyuse today will decide if they will be able to keep them or not. It isimportant for the leaders to know that the older workers havedifferent needs about their relationship with their employer.  Inaddition, they have different needs depending with their age that theemployers should consider. For example, some would want part-timejobs, which are challenging and interesting. They would love tobe recognized, and get appreciation for the skills they have. Itis important for the employer to consider how they communicate withthem. Have flexible working hours. They should have policies in thecompany to promote continuous learning for the employees, encouragethem to have some technology skills. In addition, theyshould re-examine the total compensation they are to get.Solve conflicts openly this is because it will motivate the workersand increase creativity (McIntosh, n.d.).
Fromthe summary of the video and the two articles, it is clear that ifthe retirement age is not increased there is going to shortage ofworkers in different organizations worldwide. The articles and thevideo are putting emphasis on finding ways to keep the older workforce. From the research of heard from the video and the ones donefrom the articles, this can be possible if the employer mayconsider meeting the different needs of their employees asrecommended in the needs hierarchy of Abraham Maslow. Theyshould find ways to motivate the older employees to continue working.Find ways to make sure that the working environment is conducive,find ways to appreciate them personally and give them incentives. Inaddition, they should also educate their employees to better theirskills depending with their line of work
Strack,R. (2014). The workforce crisis of 2030 — and how to start solvingit now. Retrieved November 18, 2015, fromhttps://www.ted.com/talks/rainer_strack_the_surprising_workforce_crisis_of_2030_and_how_to_start_solving_it_now
Tishman,F., Looy, S., & Bruyère, S. (2012). Employer Strategies forResponding to an Aging Workforce. Retrieved November 18, 2015, fromhttp://www.dol.gov/odep/pdf/NTAR_Employer_Strategies_Report.pdf
McIntosh,B. (n.d.). Supervisor’s Guide: Managing Aging Worker. RetrievedNovember 18,2015,from http://www.doleta.gov/seniors/other_docs/SupervisorGuide.pdf