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A non-profit organization that specializes in employment and training services for mature workers in Barron, Chippewa, Clark, Dunn, Eau Claire and Taylor counties in West Central Wisconsin.
Mature Workers Are…
Committed Leaders Responsible
Knowledgeable Dedicated
Reliable Motivated Dependable
Age is an asset. Experience, a benefit!
Older Workers - The wave of the future!
The face of the workplace is changing with the large number of “baby boomers” born after WWII becoming eligible for retirement. By 2010, it is estimated that 20% of the workforce will be 55 year of age or older. The number of Americans age 65 or older still working or looking for work has grown by 50% since 1980. Many seniors have chosen to keep on working full time, some part time and others may leave and re-enter the workforce at a later time. The pool of older workers is an untapped and underutilized source of skilled and talented labor for employers to hire. Many employers are finding that older workers offer a rich source of talent, experience, and a strong work ethic. Being a “Generation or Older Worker Friendly” employer offers many advantages to the company’s bottom line. Studies have shown that as a group, older employees exhibit lower employee turnover, positive work values, loyalty, dependability and dedication to the workplace. While some studies have noted that older workers work slower, this is often more than balanced out because older workers tend to be more accurate in their work and make more correct decisions than faster, younger co-workers. Remember: Age is an asset. Experience is a benefit. Hiring and retaining older workers may be one of a company’s most valuable assets and makes good business sense. Some enticements that make companies Senior and Family Friendly include such things as:
. Flexible scheduling (many have ‘done’ the 8-4:30 already) v Job-sharing. Seniors may be attracted to this part-time concept.
· Job carving: taking a job description and carving out the less physical duties for seniors (including using equipment to reduce physical issues and reduce on-the-job injuries).
· Younger seniors (under age 65) may be tempted by health benefits vs. high wage. Employers could get seniors with amazing work records who decide to go back to work for insurance coverage to supplement their life style.
· Adaptive equipment and workplace accommodations: Employers should start becoming increasingly knowledgeable about ergonomics.
Options for Independent living centers and the Internet are great resources for information on adaptive equipment: to address work place issues and including senior issues such as need for increased lighting, loss of hearing, lifting restrictions, etc. Company’s doing long-range strategic workforce planning may wish to be pro-active in reducing attrition and developing new retention strategies for hiring and retaining older workers. Because the retirement of the babyboom generation will occur gradually over the next several years; there is still time available to develop sound policies, programs, and practices to respond to this demographic challenge. Managing the aging workforce will become more vital as the shifting demographics of the workforce changes. A number of articles are available on the web that companies may wish to review. A good starter list includes:
Supervisor’s Guide: Managing Aging Worker by Barbara McIntosh, Ph.D. http://63.88.32.17/Seniors/other_docs/SupervisorGuide.pdf
Wisconsin Department of Workforce Development’s Older Worker Information section http://www.dwd.state.wi.us/olderworker/
Is your company Senior Friendly? Older Worker Friendly Assessment tool available online at http://www.dwd.state.wi.us/olderworker/pdf/OW_Assess_Tool2.pdf to see if your company offers a Older Worker Friendly Environment.
. Flexible scheduling (many have ‘done’ the 8-4:30 already) v Job-sharing. Seniors may be attracted to this part-time concept.
· Job carving: taking a job description and carving out the less physical duties for seniors (including using equipment to reduce physical issues and reduce on-the-job injuries).
· Younger seniors (under age 65) may be tempted by health benefits vs. high wage. Employers could get seniors with amazing work records who decide to go back to work for insurance coverage to supplement their life style.
· Adaptive equipment and workplace accommodations: Employers should start becoming increasingly knowledgeable about ergonomics.
Options for Independent living centers and the Internet are great resources for information on adaptive equipment: to address work place issues and including senior issues such as need for increased lighting, loss of hearing, lifting restrictions, etc. Company’s doing long-range strategic workforce planning may wish to be pro-active in reducing attrition and developing new retention strategies for hiring and retaining older workers. Because the retirement of the babyboom generation will occur gradually over the next several years; there is still time available to develop sound policies, programs, and practices to respond to this demographic challenge. Managing the aging workforce will become more vital as the shifting demographics of the workforce changes. A number of articles are available on the web that companies may wish to review. A good starter list includes:
Supervisor’s Guide: Managing Aging Worker by Barbara McIntosh, Ph.D. http://63.88.32.17/Seniors/other_docs/SupervisorGuide.pdf
Wisconsin Department of Workforce Development’s Older Worker Information section http://www.dwd.state.wi.us/olderworker/
Is your company Senior Friendly? Older Worker Friendly Assessment tool available online at http://www.dwd.state.wi.us/olderworker/pdf/OW_Assess_Tool2.pdf to see if your company offers a Older Worker Friendly Environment.