Team Support & Wellbeing Program - Scenario 3, Supporting Mature Employees Facing Life Transitions

Scenario 3: Supporting Mature Employees Facing Life Transitions

Employees reaching 50, 60, 70 and feeling the pressure of work / family / caring commitments, or losing their sense of direction / self?

This is a complex issue and something that is growing as the work force grows older. Losing a sense of direction can be an issue as someone who has been within the same industry/job for many years may just feel like they’ve done it, there is no more to give. With younger employees coming along and new technology coming along, the older generation of employees may feel redundant and lacking direction and inspiration.

From the employers' point of view, people with experience are vital and paramount to the work that they do, and it is important to ensure that mature staff feel engaged, worthwhile, and important.

Mentorship and Reverse Mentorship Programs are useful. Pair experienced employees with younger staff in a buddy system so that the younger person can gain from the experience of the other employee. Consider reverse mentorship, where younger employees mentor older colleagues on new technologies or perspectives, which can reignite a sense of purpose and learning.

Consider training and development too. The older employee may benefit greatly from even basic IT skills training. There could also be new areas of training that could inspire the individual and also be of benefit to the company.

Department swapping is useful across all age groups. Employees spend a day or morning/afternoon working in other departments to get a better understanding of how the business runs. It can be taken for granted how departments run with little understanding of the pressures and complexities. This can form a greater synergy with staff and departments.

Actively call on mature staff to gain their experience to aid decisions. Inclusion is a major benefit for staff wellbeing so that they know they are valued. Not forgetting their wealth of knowledge and experience will also impact the company.

With an ageing workforce, their personal needs change. Somebody younger and new to the business may well be looking to fill all hours and work as much overtime as they can. Someone older may well want to do their hours and finish.

This could be for many reasons. They may be caring for an older relative or partner. They may have grandchild care to provide too. They might not be chasing money to pay their mortgage, or they could simply feel that tired and happy to do their hours and go home.

Extended unpaid leave could be offered for care provision. Knowing that such an option exists can take away the burden of the employee feeling like they are letting the company down or not pulling their weight. In a time where they may have additional stress because of home matters, this can help with having flexibility with taking extra time off.

The individual may be considering retirement, early retirement, or even a phased retirement. If the company has a procedure in place with an open door policy, this will aid the employee. By the company openly offering early or phased retirement, the employee knows they can approach the company without fear of retribution.

By implementing a combination of these strategies, employers can create a more supportive and engaging environment for their mature workforce, helping them navigate the challenges they face and continue to thrive both personally and professionally.