Attracting and retaining older workers

In today’s competitive business environment, organizations are facing a critical challenge – a shortage of skilled and qualified talent. The scenario is caused by the early retirement of baby boomers, changing needs and expectations, and a growing trend of young workers opting for self-employment, collectively contributing to the scarcity of qualified individuals in the workforce. For HR professionals struggling to cope with this talent shortage, one potential solution is emerging – attract and retain older workers who have chosen to re-enter the workforce, bringing with them a wealth of experience and knowledge.

In this article, we look at two aspects: managing and retaining older workers. First, we explore the challenges that HR professionals may face when working with this demographic. We then look at strategies for attracting and retaining experienced professionals, highlighting the benefits they offer, including a strong work ethic, reliability, and an unshakeable commitment to quality.

The challenges in managing older employees

There are various challenges that HR professionals may face when they want to attract and retain older workers. First, overcoming age-related stereotypes and bias is vital, and it requires concerted efforts to overcome misconceptions that may limit opportunities for older workers. For older workers, technological advances are another challenge. Therefore, it requires extensive training programs to ensure a seamless transition.

Besides, health and wellness considerations are also crucial, which demand HR specialists to develop accommodating policies that prioritize the well-being of aging staff. Achieving a balance between workplace flexibility and operational needs is an ongoing challenge, requiring the skilful management of discussions on part-time working and phased retirement.

Furthermore, the complexity of managing a diverse age demographic is reflected in addressing career development opportunities for older employees, succession planning, and promoting inclusiveness in the workplace. Therefore, effectively managing older employees requires a strategic approach from HR specialists. 

Nine effective strategies to attract and retain older workers

To effectively attract and retain older workers, it’s essential to take a proactive approach that not only recognizes their wealth of experience but also addresses potential barriers and promotes a harmonious and productive workplace. We’ve put together nine strategies that are tailored for HR professionals who want to manage the complexities of an aging workforce. 

1. Create purposeful roles

Create roles that align with the wealth of experience of older employees, providing a sense of purpose and meaningful contribution. Research shows that nearly six in ten adults over the age of 50 prefer positions with a social purpose, highlighting the importance of purposeful design in fostering a deep commitment to organizational goals.

2. Allow for flexibility in scheduling

Offering flexible schedules to accommodate family, health, and travel needs demonstrates a sincere interest in older workers. Providing this flexibility supports a caring approach to management, which is particularly important for frontline workers who often have limited flexibility over their schedules and contributes to a positive workplace culture.

3. Adequate pay

Fair pay is key. To attract and retain older workers, focus on the value of their contributions rather than their years of working experience. We recommend pay equity by job and level, regardless of tenure, as a crucial step. Additionally, we suggest considering offering part-time hours for those deserving of higher pay rates and providing creative solutions for fair compensation. Recognizing the skills and expertise of older workers with competitive pay ensures that they feel valued, which in turn builds a sense of appreciation and motivation to do their best.

4. Adapt for physical limitations

To benefit workers of all ages and reduce workplace injuries, let’s rethink workspaces and processes to accommodate physical limitations. We should recognize and appreciate the efficiency of older workers, who may move more slowly but are often more adept. Productivity assessments must be fair and take this into account.

5. Promote senior employees

Establishing clear pathways for career advancement shows that companies value the skills and knowledge of their senior employees. Recognizing and actively promoting senior employees demonstrates a commitment to acknowledging, utilizing, and celebrating their wealth of skills and knowledge. Ultimately, it creates a lively and prosperous workplace that benefits staff of all generations.

6. Create learning opportunities

Frequent technological upgrades make lifelong learning necessary. We encourage elder workers to engage in continuous learning. This not only helps older workers stay up to date with industry trends, but it also makes them feel valued and engaged. HR specialists can achieve this by providing opportunities for skill development and staying updated on industry trends.

7. Create a fun and caring work environment

Research shows more than two-thirds of employees prioritize work in a fun work environment, especially for essential roles that may be monotonous. A cheerful atmosphere promotes camaraderie, which has a positive impact on customer satisfaction, employee happiness, and overall productivity. For HR professionals, encouraging playfulness at work and organizing enjoyable events regularly can contribute to a culture of community that enhances retention and attracts talent of all ages.

8. Prevent ageism

As mentioned above, overcoming age-related stereotypes is one of the challenges to attracting and retaining older workers. Taking a proactive stance against age-related biases to create a welcoming and supportive environment. It is necessary for HR specialists to implement policies and practices that actively prevent ageism to help an inclusive workplace where age is celebrated as an asset rather than viewed as a limitation.

9. Set clear expectations and communication

Establish transparent communication channels. Setting clear expectations and maintaining open lines of communication ensures that all employees, regardless of age, fully understand their roles and responsibilities, promoting a cohesive and collaborative workplace environment.

For those HR professionals who are facing a talent shortage, it’s time to think about attracting older workers to re-enter the workforce. At WTS Energy, we strive to provide professionals an environment were development and communication is possible. This regardless of age.