Too good to ig­nore

The Advertiser - Careers - - General Vacancies -

THOU­SANDS of man­agers have their ‘‘ heads in the sand’’ by not recog­nis­ing the disas­ter un­fold­ing for their busi­ness by not hang­ing on to or hir­ing ma­ture-aged staff, a work­force ex­pert says.

IB Coach­ing de­vel­op­ment con­sul­tant Mery­dith Wil­loughby says work­ers born be­tween 1946 and 1965 will leave the work­force ‘‘in droves’’ in the next few years as they reach or near re­tire­ment age.

‘‘The head-in-the-sand ap­proach to man­age­ment has never worked yet thou­sands of or­gan­i­sa­tions are do­ing just that by not recog­nis­ing the disas­ter that is un­fold­ing right be­fore their very eyes,’’ she says.

‘‘If it hasn’t al­ready, it will have a huge im­pact on busi­ness within the next few years un­less ac­tion is taken, right now.’’

She says the re­tire­ments will ex­ac­er­bate the skill short­age busi­ness is fac­ing.

‘‘Re­view your poli­cies and iden­tify how you can ben­e­fit from this age group,’’ she tells em­ploy­ers. ‘‘Hire baby boomers when you need to get some­one new. Of­fer them part-time and flex­i­ble work­ing con­di­tions and get them to men­tor younger em­ploy­ees.’’

She says man­agers need to en­cour­age older staff to stay on be­yond the tra­di­tional re­tire­ment age of 65 and re­alise em­ploy­ees want to con­tinue work­ing be­yond the tra­di­tional mile­stone. Re­gard­less of when they re­tire, the skills, abil­i­ties and knowl­edge of ma­ture-age work­ers need to be har­nessed be­fore they leave, she says.

‘‘Har­ness­ing this gen­er­a­tion of work­ers’ skills can be a win-win sit­u­a­tion for you, your busi­ness and for the baby boomer gen­er­a­tion as they have ready-made skills, ex­pe­ri­ence and ma­tu­rity,’’ Ms Wil­loughby says.

‘‘With the cur­rent eco­nomic con­di­tions, they may also need to top up their sav­ings.’’

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