Strategies for older workers

The forthcoming abolition of the default retirement age has real implications for employers, particularly those with an older age profile of workers. There needs to be 3 clear strategies to deal with workers 1.staying beyond state pension age, 2.leaving and 3.incoming. All will be needed to ensure that employers maximise the performance of the talent available.

For those staying, employers will need to ensure that they have an effective performance management process in place, that their learning and development encourages on-going learning for all workers to update their skills and that inter-generational working and communication is maximised.All greatly benefiting all parties.

For those leaving, putting in place an employer supported retirement readiness programme will help workers to plan for a fulfilling older age encouraging them to think more positively about leaving, helping with workforce planning issues.

And the area which is often forgotten,making sure that the potential for older to come into the organisation is not ignored as many will the right skills and experience to improve the organisation's competitive position.