TALENT SHORTAGE
An Obvious Solution To Your Talent Shortage Problem
BY: VINCE MIYOI ATLAS INSURANCE
If you are experiencing a talent shortage, you are not alone. Every industry is dealing with talent shortages. But the good news is that the solution to your staffing needs may already be working for you.
Americans are living longer than ever. Men and women who reach age 65 are expected to live into their mid-eighties. The US Census Bureau projects a 67 percent increase in the age 65 and older population between 2015 and 2040, when one in five Americans will be aged 65 or older. As Americans retire, they will likely need more money to sustain themselves as they live longer, whether they need the money for luxuries like travel or for necessities like food and medicine. And when they retire, they will be taking a wealth of knowledge about the companies they work for with them. That’ s why employers should look no further than their older workers when trying to fill positions in today’ s economy.
The more thought that goes into retaining older workers that you know and trust, the more likely your company is to surpass its competitors who are spending time and money recruiting unknown quantities. And the benefits of retaining these experienced workers can pay dividends in surprising ways.
Here is a list of issues that you should consider before implementing a program to retain older workers:
EXPERIENCE AND KNOWLEDGE Use your older workers’ knowledge and experience by installing a formal
mentorship program that would provide value for both young and older workers. Older workers are excellent mentors who can help develop new employees. It’ s a win-win situation!
CAREER DEVELOPMENT AND TRAINING Continue to provide career development and training for older workers who are looking to learn new skills and maintain their job knowledge. Having formal career development plans will assist in tracking progress and career goals. You want to ensure both the worker and employer’ s expectations are met. A formal process will help you be more proactive.
COMFORT WITH TECHNOLOGY Always make sure your older workers are comfortable with new technology. We all get into our comfort zone when it comes to work, but technology is changing rapidly and continuously. Monitor your methods of training and make improvements when needed to adapt to your older workers’ learning styles.
ERGONOMICS Always attempt to adapt the workplace to the worker. By evaluating employee workstations, job processes, equipment, and the like, you can make essential changes that will create a safer work environment for your older workers. Perform a Job Hazard Analysis to formalize this process and assist with developing safer job procedures.
CREATE NEW JOBS OR ADAPT Companies are now looking at retraining
workers for jobs that better suit their aging skill sets. Employees can be taught new skills to transition effectively into other job functions. Another option is re-evaluating your job descriptions to accommodate or adapt to older workers.
FLEXIBILITY Be flexible with workers who want to transition into retirement. It is better to have an employee who still has a lot to offer work part-time rather than retire full-time. Creating part-time positions can benefit both the worker and employer.
CARE Finally, retaining older workers demonstrates you care about your employees. This boosts employee morale for all of your employees. And by implementing many of these suggestions to your workplace, it will demonstrate your commitment to caring. This will make it easier to retain your older workers! +
Vince Miyoi is Senior Vice President of Organizational Management. Prior to leading the current development and execution of Atlas’ comprehensive strategic organizational development program, Vince gained more than 25 years of experience in Risk Management and Claims Consulting Services. In that time Vince developed, implemented and managed Atlas’ value added services( Risk & Claims Consulting) which has gained respect in the insurance industry for being the best at client services with a 96 % client retention rate.
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