Creating a flexible future

In order to work longer at more fulfilling forms of employment, mature workers need to be able to take a flexible approach to working. What this means is that many may need to hone existing skills or learn new ones, whilst simultaneously consciously changing their attitudes and behaviours to place them in the most favourable position in the contemporary workplace.

Older workers, by definition, have proved in the past that they can learn and achieve. However, what is often lacking in later years is the requisite motivation and engagement to inspire them to do so. Additionally, they may feel that comparatively they are slow to learn or embarrassed to admit that they are not as familiar as younger colleagues with new skills or equipment.

An on-going programme of training and development tailored to all employees can improve not just learning and development, but also team bonding, engagement and individual confidence and commitment.

Research and real-life case studies show that many older workers value control, choice and options in terms of how they work and when they work. This may translate into needs for flexible working, transitional retirement or bridge employment. Others who have left the workplace and may be seeking re-entry may require return-to-work training and skills updating.

Our input not only involves assisting organizations identify and meet these needs but also addresses how employees at all levels can be encouraged and supported to take advantage of these schemes.