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The retirement age is secretly moving up a bit each time. The generous arrangements of just a few decades ago are nowhere to be seen.
With the VUT at the age of 56? Don't think about it! We have to keep working until we are almost 70! It's not just employees who sigh and crack under this idea. Employers are also looking somewhat desperately at their aging workforce.
Of course, with the current overstretched labor market, it is nice that staff are no longer leaving in their golden years. You have knowledge and experience in-house, and extra hands to do the work.
But the midlifers are no longer as fresh and fruity as they were when they first came out of school. Some physical wear and tear often starts to seep through, and mental resilience is also different from young dogs.
As an employer and employee, how do we get through those extended careers charmingly together?
First of all: try to let go of that focus on retirement age. Because, if we're honest, the venom isn't in the tail of a career. If you slightly adjust the employee's range of tasks at the end of the trip to keep him or her there, you are actually too late.
If you want an employee to be and remain employable in a sustainable way, invest throughout the career. Then, all these years, you'll have a healthy, productive employee who stays on board.
That's real sustainable employability.
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Various studies show that job satisfaction is the determining factor in staying at work sustainably. This applies to every level and age group.
So make sure you have happy employees. If they are happy with their colleagues and employer, they don't worry about quitting. In addition, a satisfied employee is less likely to call in sick on such an offday, when he gets out of bed less fit.
Therefore, ensure a pleasant working climate. Come up with fun activities to strengthen collegial ties and, above all, pay sufficient attention to the person behind the employee. You can read more tips on how to increase job satisfaction in our blog about preferred employers.
Almost no one gets better from sitting behind the geraniums and hanging on the couch forever. But in some phases of life, you sometimes need a little more time to keep things in order privately. Caring for small children, a sick partner or parent often requires more flexibility than an average full-time job can offer.
In addition, age-related issues, such as the transition or returning to work after a birth, can also cause an employee to temporarily have less energy left and be less employable.
Prevent your employee from going under and keep an eye on the pulse.
Have a conversation and see where you can meet each other. However, always make clear agreements about the duration and consequences of a different schedule, working from home or a new work location and record them properly. Then everyone knows exactly what to count on.
You can read more about this in this article about time management.
Is a position challenging enough or has someone been working on autopilot for a while? Are all talents being used optimally? Or is the employee just being asked over and is the steam coming from the ears?
There is a difference between wanting and being able to do it. Exactly where that limit lies can vary from person to person and even per phase of life. One thing is certain: both overperformance and underperformance contribute to job dissatisfaction and absenteeism. That is why you should carefully monitor how that works with your employees.
Ask about wishes and possibilities and help you come up with solutions.
How does he experience the workload? Is he eager for more of a challenge and wants to lead that new project? Or does he actually want to take a step back and is it better to take certain aspects out of a range of tasks?
A fit employee is a sustainable collaborator. Create a corporate culture where vitality has a place of honor. The possibilities are endless. A few ideas?
With the right knowledge, an employee feels more secure and feels better about himself. He is becoming more productive and efficient. Even after a career change or reintegration, there are sometimes still some educational gaps that need to be filled so as not to miss the boat.
It is therefore important to keep investing in good education, training or coaching throughout your career.
That does not always have to mean a huge impact on your budget or time schedule: there are various subsidy pots that can be used. In addition, there are excellent opportunities e-learning that can be followed from home; that means a low threshold and a lot of flexibility.
Want to create an e-learning too? Download the e-Learning Essentials e-book for free
In short: look beyond just your older workforce when it comes to sustainable employability. Getting the right attention at the right time is important for everyone.
Especially if you are still in the middle of your career and retirement still seems a long way away, it is nice to know that you can continue to work happily at your current employer for a long time.
And how nice is it for an employer to be able to keep valuable talent and experience in-house for years, without losing fresh eyes?!
Do you want more tips or information on how to do that? Take contact join us, we would love to think along with you!
As an educational expert specialising in online learning, I have been writing blogs for Pluvo for 5 years. My focus is on powerful learning solutions for organisations. Universal Design for Learning and inclusive learning are my passion; I believe that education should be accessible and fun for everyone.
I've been combining my 35 years of HR experience with copywriting for over 15 years. And even then, I learn new things over and over again. That's what makes writing blogs for Pluvo so incredibly interesting!
