We can count on experienced employees to provide institutional knowledge, leadership, and mentoring. Some organisations may be unsure of the value of maintaining experienced employees within their company, they should know such employees often bring with them a wealth of knowledge and experience, gained over years of service. As a result, they can provide guidance and mentorship to other members of their team.
These seasoned experts also show leadership by helping younger employees adjust to the organisation, providing training and support as required. Experienced workers often have developed networks both inside and outside the organisation that can be beneficial for business growth.
Organizations must accept that employees are always learning, but not from the company. Employees learn from each other, from experience, and through formal learning. As an organization, you can guide employees to speed up their learning on the job with the support of guidance from experts in the field. Employees will learn through side projects or through previous employers they may have worked with in the past. Some may use external training materials to get ahead and increase their knowledge, which helps them grow. Organizational learning takes place through working at the same place for many years. Experienced employees have an intuitive understanding of how systems work in practice and theory because, after all these years, they’ve seen how every change affects operations across departments.
Establishing formal coaching and mentoring programs to guide employees can help them develop critical skills over a longer period. This should not only be for people at top management. Establishing formal coaching and mentoring programs to guide employees can help them develop critical skills over a longer period. Mentoring can be especially helpful in developing employees who will one day take on leadership roles in the organisation. They will have had the chance to learn from experienced leaders and grow into their own leadership style.
Coaching is most effective when it’s done with structured processes, questionnaires, and tools that support the coach and create a safe space for conversation. There is a difference between coaching and mentoring: While both use professional relationships to help others reach their full potential, mentors provide more advice while coaches ask questions that help someone find their own answers.
Designing work environments to accommodate older workers is a smart way to keep them fit for work and injury free for as long as possible. Putting in place the right psychosocial and organisational support, employers need to look at how they can make work environments more age-friendly. For example, workplaces can accommodate older workers by:
- Providing ergonomic workstations, equipment and furniture that consider the physical limitations of older workers.
- Designing break rooms and lunchrooms with adequate seating and rest facilities for those who need a place to rest between tasks.
- Locating used items within easy reach of seated workers.
- Replacing automatic doors with push or pull handles that require less force.
- Introducing adjustable-height desks so that employees can choose either a standing or sitting position throughout the day.
Employers should a robust benefits package when designing compensation plans for older workers. Benefits to consider are offering flexible hours, working from home options, dental and vision insurance, and other health-related perks and longer vacations. Many older workers prioritize quality of life over a hefty pay check, these strategies enable them to work with greater control and autonomy.
Employers should make succession planning a key component of their talent management strategy. By planning in a way that allows you to maximize the value of your departing employees. Investing more time and effort into establishing a plan for your new hires. When looking to keep the experienced workers on board, there is a need to create conditions to make them comfortable.
Succession planning: After all, you can’t keep people forever. Workers should feel comfortable exploring other opportunities, whether it be at your company or elsewhere. Ensure they pass down their knowledge without feeling like they’re putting themselves out of a job.