A continuación, te explicamos cómo puedes gestionar eficazmente a los empleados que llegan al final de su carrera como profesional de RRHH.

Acknowledge and appreciate the wealth of knowledge and experience that late career employees bring to the organization. Encourage them to mentor younger employees, sharing their insights and wisdom gained over their career.

I’ve seen firsthand the value late career employees bring. Their experience and insights are irreplaceable. Early on, I realised the importance of creating a culture that respects and utilises their knowledge. Setting up mentorship programs was a game-changer. It honoured their contributions and bridged generational gaps, preserving valuable organisational knowledge. Younger employees benefited immensely from this guidance. Value the experience of late career employees. Encourage respect, create mentorship opportunities, and watch your workplace thrive through collaboration and preserved wisdom.

HR professionals need to address the skills gap and talent shortages by implementing strategies for workforce planning, talent development, and recruitment, both for junior and senior employees and to attract potential candidates . This may involve partnering with educational institutions, offering training and development programs, and implementing innovative recruitment strategies to attract and retain top senior talent, while giving support for them to adapt to digitalization.

Instead of traditional wellness programs, HR professionals can organize employee well-being retreats in nature or unique locations. These retreats can include mindfulness workshops, outdoor activities, and team-building exercises, providing employees with an opportunity to recharge, connect with nature, and prioritize their mental and physical health.

Instead of traditional recruitment strategies, HR professionals can implement talent exchange programs where employees have the opportunity to work temporarily in different departments or locations within the organization. This not only helps employees develop new skills and perspectives but also facilitates knowledge sharing and collaboration across teams.

Skill Development: Provide opportunities for late career employees to update and enhance their skills. Recognition Programs: Recognize and celebrate their contributions and achievements. Mentorship Roles: Encourage them to take on mentorship roles to guide and train younger employees. Inclusive Culture: Foster an inclusive workplace culture that values diversity and experience. Regular Check-Ins: Conduct regular check-ins to understand their needs and address any concerns. Retirement Planning: Offer support and resources for retirement planning and financial security. Engagement Activities: Engage them in activities that leverage their expertise and keep them motivated.