How to Support an Ageing Workforce
According to the Office for National Statistics, the number of workers aged 50 and over has been steadily increasing over the past decade. They now account for almost a third (31%) of the total workforce in the UK (as of Q3 2021). In addition, a survey conducted by the Chartered Institute of Personnel and Development (CIPD) found that 72% of UK employers have seen an increase in the number of older workers staying in work for longer. It is refreshing to note that of these, almost half reported that they were planning to increase their efforts to recruit older workers over the next few years.
As the workforce continues to age, it's becoming increasingly important for employers to find ways of accommodating the needs of older workers. Supporting an aging workforce not only benefits the employees themselves but can also lead to improved productivity, knowledge transfer, and reduced turnover.
I’m sharing insights and strategies for supporting an ageing workforce.
1) Foster Inter-generational Collaboration
Older workers often show strengths in knowledge sharing and expertise, while younger workers might bring new ideas and fresh perspectives. Creating opportunities for co-workers of different ages, to work together on projects is a great way of capitalising on what they each bring to the table. Buddying and mentoring schemes can help to bring out the best in everyone with the added bonus that these approaches also foster a spirit of collaboration and a respectful working culture where everyone feels appreciated for the value they offer.
2) Create a Positive Work Environment
Whether it's ensuring their working relationships are strong, catering to their practical needs by providing ergonomic equipment, appropriate lighting, and temperatures, or offering access to health and wellness programmes; keeping your employees happy will help you to keep them in the business for longer. Developing an employee engagement strategy is one way to ensure the workplace is attractive for everyone.
3) Offer Flexible Work Arrangements
Improving the appeal of your workplace could also extend to the working arrangements you offer. As of this year, all staff in the UK will have the right to make up to two flexible working applications to their employers each year. Where possible, employers should give these applications serious consideration, whether this is flexitime, part-time work or job sharing. It's common for people to seek a better work-life balance as they accrue length of service. If an older employee finds they need to prioritise a lifestyle that better suits their personal circumstances and responsibilities, a willingness from an employer to accommodate that is a real plus.
4) Provide Training and Development Opportunities
Be careful not to fall into the trap of assuming your staff are winding down just because they've reached certain life milestones. Older employees benefit from training and development opportunities as much as anyone else. Areas such as technology, new workplace practices, and leadership development, can be particularly beneficial. Such programmes are not just useful in terms of providing staff with the skills and knowledge that will benefit the organisation, but also for maintaining good levels of motivation.
Speaking of motivation, it’s important not to limit career development and opportunities for promotion to younger staff members. Keep the pathways to more senior positions open to all. Base your decisions on the qualities that everyone brings. Ensure that drive and commitment can be counted on from all staff.
5) Address Ageism in the Workplace
Ageism in the workplace can be a significant barrier for older workers. Employers must address it by creating policies and practices that prohibit discrimination based on age and by providing training to managers and employees on how to recognise and avoid ageism. Sometimes this will involve thinking carefully about whether unconscious bias may be a factor within the organisation’s recruitment processes, in which case taking steps to address the problem is vital.
6) Offer Retirement Planning Resources
The prospect of retirement can be daunting from both a practical and emotional perspective. Employees who are advancing in years tend to appreciate retirement planning support. Employers who can provide resources such as financial planning or retirement advisors to help older workers with their transition towards retirement will find their staff are more confident in their personal choices and better focussed on work. At an administrational level, offering pay and pension choices can make your organisation more attractive. Some workers may wish to pay more into their pension plans as they head towards retirement.
The ageing workforce may sometimes seem like a daunting prospect but, it represents a great opportunity. Doing as much as possible to support staff of all ages is the natural next step for any business that aims to succeed not just today but well into the future.