Valuing Experience

Working in partnership with your employees and/or their union to explore the issue

It is important to fully understand the issue and your employees’ experiences and expectations before responding. Organisations have found it useful to do this in conjunction with their employees and/or their union. Not only are they more likely to get accurate and useful information, but also support in implementing solutions. This may occur through active consultation or through the establishment of working groups that include representatives of HR, older workers and unions.

Using surveys to explore the issues in more depth
One technique for exploring the issues in more depth is to use a survey. Our thanks go to the Ministry of Social Development who developed a detailed survey, and to Fulton Hogan and New Zealand Post who pared it back to suit their employees. We have included Fulton Hogan’s version at the end of this publication for you to adapt for your organisation. This was used successfully with front-line roading and construction staff.

Based on the experience of the project participants and other companies, if you choose to use a survey it is important to:
• Make sure that the relevant decision makers want to know what their employees think before undertaking a survey
• Undertake a survey only when you know the organisation will have the capacity to respond to the results
• Carry out the survey in a way that is comfortable and appropriate for your employees and will encourage their participation
• Take time to thoroughly plan the communication and implementation of the survey
• Provide feedback on the results and what the company is planning to do about them.

Other strategies for exploring issues
Surveys are not the only possible strategy for understanding people’s work aspirations and retirement intentions. Genesis Energy has found it useful to encourage managers to carry out retention interviews with staff on a regular basis. This gives them an opportunity to explore people’s work aspirations and, where relevant, their retirement intentions. It enables them to be proactive about finding solutions that will work for the employee and the organisation to retain employees.

Other possible options include:
• Focus group interviews
• Forums and discussion groups of interested people
• Individual interviews of a representative sample of older employees
• Talking with a range of managers to ensure you understand the issue from their perspective.