Boomers & "older workers" are more cost effective
The number of older workers in the workforce is not only growing, it is growing faster than any other age group and older Americans want to continue working. 79% of respondents in our survey indicate they will not retire until age 65.
Few employers are preparing for the coming retirement of boomers from their workforce in the great numbers that are predicted. As boomer retire a great deal of experience and knowledge as well as familiarity with the company culture will be lost.
Most employers have not yet instituted programs to retain these boomers and even fewer employers have put programs in place to recruit retiring boomers with the needed experience and knowledge to fill their needs on a temporary basis. Keeping retiring employees on a temporary, part-time, flex-time or seasonal basis is a cost effective partial solution to up and coming workforce challenges.
Tips to keep your contingent workforce loyal
Do not encourage a ‘them’ and ‘us’ attitude in your team and stamp it out if you see any evidence of such attitudes. By treating your contingent workers as part of your team rather than as outsiders, you’ll make them feel like they are valued. So invite them to team meetings or briefings, include them on team communications, give them access to the company Intranet, and invite them to any team social events.
For more information click Contingent Workforce
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