Creating an engaged, valued and flexible ageing workforce

[Amanda Fenton]

From the email list January 2013

Hi everyone

I have taken on a new role at State Library of Queensland, Australia and one of my major projects is the development of an Encore program – with the purpose of developing an engaged and flexible workforce of those aged over 50 (more than a third of our employees, about 120 people).

Our research hasn’t revealed much in the way of innovation in this space – that addresses people’s needs and wants in a genuine, holistic, respectful and authentic way, as well as the organisation’s needs.

We want to help show people how they can create their own future, and we are committed to supporting them to reach their full potential, understand how their role is relevant in a future ‘library’ world and/or retire with dignity and grace.

I would be very interested to hear of any similar work being done within or by members of the AoH community.

We are at the very start of designing a process that may begin with a conversation or series of conversations with this group to help guide the structure of the program. We’ll see what emerges!

Warm wishes

Mel

Mel Geltch

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Mel, 

Wondering if you know of the organization in the U.S. called "Encore": http://www.encore.org/

While they seem to focus on people creating something new for themselves, maybe they have research on what's happening inside of organizations?

Julie

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Hello Mel,

It would be interesting to chat with you as I've been doing some work that overlaps. Last year I helped design and host an intergenerational conference (the focus was more the other end of the spectrum - youth unemployment and underemployment) and we are now in the planning for this year's event. It was a rich experience to have different generations together in meaningful conversation. Happy to share and see what we might be able to learn together!

 

Amanda

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Mel!

Great to hear about your new role and I’m assuming it has given you new focus and motivation — good one!  I’m wondering if AI would be really helpful here, engaging this part of the workforce into focusing on what makes them feel most alive and engaged and then really asking for them to be engaged.  Engaged in finding a hosting role, engaged in contributing, engaged in building bridges with younger team members.  And I think benchmarking could be a very invigorating activity at the same time.

Key for them, I think, is stepping away from the fear that everything has changed, they are no longer needed or respected, rather, that they are being asked to step in, in a new way.  Happy to talk more about this if it helps!

Mary Alice

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Dear Mel, 

a check-in that we have done many times for this type of organisation and challenge is to start in circle and speak to the question "why did I join the library?" in ordor of how long they have worked there. Starting with the one that has worked the longest and ending with the last recruited. Like this you connect to their initial motivation and create a platform for a collective future motivation to emerge. For that AI could be ideal.

Good luck!!

Lena