Valuing Experience

Implementing that response

Good implementation of your response to older workers will require many of the same things as the good implementation of any initiative or strategy. The companies involved in this project, however, emphasised two things that they found to be particularly important in this situation.

Preparing HR
Having an HR team or key manager that understands the issues relating to older workers is seen as critical. They need to be able to constructively challenge negative stereotypes. They need to be able to encourage, equip and support managers and older workers to have safe conversations about the aspirations and needs of the older worker and the company. They need to be able to help them find practical solutions that work for the employee, the manager and the company.

Equipping managers
The most important factor in older workers’ experience of your organisation is likely to be their manager or supervisor. Yet it is not always easy for managers and supervisors. They may not know what is possible; the needs of older workers may be beyond their personal experience. Some of the conversations that are needed may be difficult. Strengthening the awareness, knowledge and skills of managers to recognise and respond to issues for older workers is seen as critical.