be open to change
With pleasure I share the white paper of the Career Thought Leaders to which I contributed last November discussing seven career mega trends, their possible solutions and future: 1. New Retirement 2. Diversity and Bias 3. Generation Z 4. Artificial Intelligence 5....
What happens with employees reaching their fifties and sixties? How many of them are still in work, making a difference with their knowledge and skills, paying tax and contributing to their pensions until they retire? This older workers’ summit will give an insight on what can be done to keep the ageing workforce engaged and extend their career.
When we know that losing a job when an employee is over 50 is likely to lead to long-term unemployment and around 1 million people aged between 50 and state pension age are not working, but would like to work, is it not time for action instead of more reports and task forces formed around this problem?
Welcome to the workplace circa 2019, where the overlap of five generations — traditionalists, baby boomers, Gen X, millennials and Gen Z — creates synergies we haven’t seen before. According to workplace expert Lindsey Pollak’s latest book, “The Remix: How to Lead and Succeed in the Multigenerational Workplace” this moment in time, so many generations working together, is one of great opportunity.
Kevin Chesters argues that companies should value experience as highly as expertise. Even though there are plenty of people stating that we should say our age, I prefer Kevin’s headline. At the end of the day it is all about experience and knowledge and age is, or should be, irrelevant.
A key part of the retirement model that most of us have grown up with is freedom from work. Today, a key part of extended middle age is the freedom to work. More and more, people want to keep working past traditional retirement age because they want to continue to contribute to society and find meaning in their own lives – and work does that for them.