How HR can support seasoned employers in the digital workplace

How HR can support seasoned employers in the digital workplace

Employment rates doubled for those aged 65 years and over between 1993 and 2018, and increased by almost one-third for those aged 50 to 64 year. With the state pension age now at 75, it is clear the UK workforce demographic is shifting as older people remain at work for longer.  As well as these changes, new technologies are influencing the demand for different skills. By 2030, it is predicted that as many as 375 million workers will need to alter their skills in order to adapt to digital transformation.

However, despite business leaders’ fears about the burden of an ageing workforce, rather, this is an opportunity. Mentoring and reverse mentoring can boost morale and productivity, while seasoned workers can also bring knowledge and stability to the workplace. As well as this, an age-diverse labour force is also proven to contribute to better performance, while a study found that workers over 50 are the most engaged generation. It is also more economical for businesses to upskill their current workforce rather than committing resources for new hires. Therefore, to tackle the skills gap and cater to an ageing workforce, employers need to prioritise the recruitment, retention and retraining of seasoned workers, and to provide support as new technologies continue to disrupt industry.

Implement flexible working

Employers should think more broadly about flexibility in the workplace and implement flexible working policies for older workers. While many businesses promote flexible options for new parents and workers with a disability, but few are empowering mature-age employees to have more control over when and where they work.

Job-share arrangements, remote working options and more flexible hours are all options that should be encouraged within the workplace to better support an older workforce. This greater flexibility would help create a more inclusive culture and give more seasoned workers the ability to balance work and life commitments more easily. With the evolution of digital workspaces and communications technology, it has never been easier for employees to work from anywhere and at any time, while knowledge can be shared simply and efficiently.

Continuous performance management

While managers play a vital role in motivating employees to grow and learn, this role must complement incentive and recognition structures to ensure workers feel valued and rewarded for progress. Design your company’s incentive system to provide personalised incentives so that workers feel recognised as individuals and motivated to succeed in an environment that understands their specific needs and skills.

In addition, continuous performance management carried out at regular and short intervals, rather than yearly reviews, are a better way to monitor employee personal growth and upskilling, and keep on top of changing ways in which an employee may need to be supported, rewarded, or challenged.

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