Managing An Ageing Workforce


By Brian Chernett, Founder, The Academy For Chief Executives

As those of you who have read my articles on this topic in the past, or have read my book, The Entrepreneur Within, will know, this is a topic that I’m passionate about. As someone who is in the high end of the age spectrum and still contributing time, insight and effort into developing leaders, I have often argued that age should not be a factor in employing the right people. Older people have skills, knowledge and experience that teams need to balance the energy and enthusiasm of younger employees.

This month, the UK...


...drops the Compulsory Retirement Age, allowing older people to continue working beyond 65 (or whatever other age had been set by an employer). 'So you think you can ever retire?' - As an article in the FT points out, that changes the way that firms will address the performance of older employees and may result in the need to hold them to performance targets more than now. They quote Deborah Russell, director of workforce issues for the AARP (American Association of Retired Persons), a US organisation representing retired people “Before, you may have had a not-so-great older worker but figured that in seven months they’d be leaving, so you didn’t have to address the issue. Now you do. My position is that it doesn’t matter what age that person is, if they’re not performing the duties of the job, that’s something you should be required to address.

With Pension provision an issue for many older workers, more will feel they must work on rather than retire. Whilst I’m in favour of the right to choose not to retire, I’m concerned that this pressure may lead to more motivation issues in the workforce.

There is also a knock on effect of this... continued on page two >


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