7 Essential Strategies to Activate an Ageing Workforce

Retaining an experienced workforce, particularly employees over 50, is crucial for leveraging institutional knowledge and maintaining a stable, skilled workforce. In 2011, the UK removed the mandatory retirement age. According to the Office of National Statistics (2022), the employment rate for individuals aged 65 and over saw a record increase of 173,000 between April and June 2022, reaching a new peak of 1.468 million. This surge was largely attributed to a rise in part-time employment. Here are seven essential evidence-based strategies to consider, to keep these valuable employees engaged and motivated:

1. Flexible Work Arrangements:

Research consistently shows that flexible work schedules can significantly enhance job satisfaction among older employees. A study by the AARP (2019) found that 78% of older workers value flexible hours and working from home. Implementing part-time roles, job-sharing, and remote work can help retain experienced staff by accommodating their lifestyle needs.

2. Continuous Learning and Development:

Older employees often seek opportunities for growth and skill enhancement, shrinking the validation of the well-known saying ‘you can’t teach an old dog new tricks’– you certainly can! Providing access to training programmes and workshops tailored to their specific needs can keep mature workers engaged. The Society for Human Resource Management (SHRM) suggests that continuous learning opportunities are a key factor in retaining older employees, as it helps them stay current and feel valued. Additionally, offering apprenticeships where experienced workers can mentor younger employees fosters both skill development and a sense of purpose.

3. Recognition and Value:

Employees over 50 bring a wealth of experience and expertise, despite the popular belief that mature workers are on the wind down and are therefore less effective.  Recognising their contributions through formal recognition programmes can boost morale and loyalty and quash age discrimination in the workplace, by raising positive awareness. According to a study published in the Journal of Applied Psychology (2017), recognition programmes that highlight the unique contributions of older workers can lead to higher job satisfaction and retention rates.

4. Health and Wellness Programmes:

As employees age, health becomes a more significant concern. Offering comprehensive health and wellness programmes, including fitness initiatives, mental health support, health screenings, and demographic specific content can promote wellness and reduce stress. The 2020 Deloitte UK Annual Report states that employers can see a £5 return for every £1 invested in workplace mental health interventions.

5. Mentorship Roles:

Leveraging the expertise of experienced employees by involving them in mentorship programmes can be mutually beneficial. It allows older workers to share their knowledge while feeling a sense of purpose. Mentees gain career opportunities, better rewards, increased adaptability, and decreased job stress, while mentors experience greater job satisfaction and commitment to their organisations. (Centre for Creative Leadership, 2016)

6. Sabbaticals:

Offering sabbaticals can provide older employees with the opportunity to recharge, pursue personal interests, or engage in further education. This can lead to increased loyalty and reduced burnout. Hybrid sabbaticals are becoming increasing popular, combining elements of traditional sabbaticals and part-time work. Employees take an extended break from their regular duties but continue to engage in work-related activities on a reduced schedule or through specific projects. This allows them to pursue personal or professional development while maintaining a connection to their workplace. Hybrid sabbaticals aim to balance rest and rejuvenation with ongoing contribution to the organisation.

7. Freelance Opportunities:

Allowing experienced employees to transition into freelance roles within the company can be an excellent way to retain their skills while offering them greater flexibility. This can be particularly appealing for those approaching retirement but still wanting to contribute. A report by Deloitte (2019) indicates that offering freelance opportunities can help retain experienced talent and maintain organisational knowledge.

By implementing these evidence-based strategies, organisations can effectively retain their experienced workforce, ensuring that valuable knowledge and skills remain within the company while keeping employees over 50 engaged and motivated.

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