Avoid brain drain by retaining and attracting top talent
With the aging population growing so rapidly and birth rates declining, many industries could be up against labor shortages. As many employers face a coming wave of baby-boomer retirements, the resulting gaps in unique skills, experience, and institutional knowledge may be difficult to fill. Keeping mature workers engaged may help ensure that your company retains the employee knowledge necessary to compete.
Going forward, successful workplaces will not only leverage the skills and institutional knowledge of mature workers, but also appeal to those whose talent they are looking to replace. And if younger workers are going to fill the shoes of those who will be transitioning out of the workforce, they’re going to rely on older generations to pass on their knowledge and expertise.
Appeal to the shifting priorities of modern workers
Whether you’re a retirement-plan focused financial professional or looking to expand your business, you can help existing and prospective retirement-plan clients meet new employee expectations. These expectations include training to help them learn new skills and remain employable, flexibility to accommodate active lifestyles and child or eldercare, and collaboration to create a sense of community in the workplace. The employer benefit? A more productive—and potentially more profitable—workplace.
Employers will learn how to:
|1||Download or order The Evolving Workscape white paper at right, under Resources.|
|2||Listen to episode 15 of the Human-centric investing podcast as Dr. Joe Coughlin, director of the MIT AgeLab, discusses the implications of a changing workplace.|
|3||Get The Evolving Workscape workbook by entering your email. Follow the workbook's actions steps to modernize and maximize your workplace.|
The MIT Age Lab is not an affiliate or subsidiary of Hartford Funds.
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