How Can We Encourage Employees Near Retirement to Embrace Training and Development?

I want to ask how to provide training and development to employees around the ages of 58 and 60 as they are close to retirement and may resist the program.

In this situation, it is essential to approach training and development with sensitivity and understanding. Firstly, it's crucial to highlight the benefits of the program specifically tailored to their career stage. Emphasize how the training can enhance their skills, knowledge, and even potentially open up new opportunities before or during retirement.

Additionally, involve the employees in the planning process. Seek their input on what type of training they believe would be most beneficial and engaging for them at this stage of their careers. By involving them in the decision-making process, you can increase their buy-in and motivation to participate actively.

Furthermore, consider offering flexible training options that accommodate their schedules and preferences. This could include virtual training sessions, self-paced online courses, or condensed workshops to suit their needs better.

Lastly, provide ongoing support and encouragement throughout the training program. Recognize their achievements and progress, and offer mentorship or coaching if needed. By creating a supportive and inclusive learning environment, you can help employees around the ages of 58 and 60 embrace training and development opportunities positively.

Dear Renu Wagh, Yes, training them is a challenge. However, I have experience in handling senior employees.

In the month of May, I trained senior officers of the Central and State Governments. The participants were in the age group of 40 to 55, and the training took place in Pune.

Last week, I conducted a training program for the managers of a public sector bank. The senior-most participant had joined the bank in 1975, and the junior-most in 1989. The program was conducted in Bangalore.

Both programs went quite well. The methodology for dealing with these types of participants is different. First and foremost, you need a senior trainer. They don't like having any junior trainers being presented to them.

If you are interested, I can conduct a suitable training program for them. Please discuss this with your management and get back to me.

Thanks,

Dinesh V Divekar

"Limit of your words is the limit of your world"

For people retiring, you can run workshops to help employees transition smoothly into retirement by implementing the following ideas. You can also invite their families to attend to assist in this transformation.

- Courses on time management
- Guidance on making small investments, especially for those receiving ESB, particularly long-serving individuals who receive ESB in addition to their monthly pension. Instead of spending it on travel and leisure, advise them to manage their finances wisely to avoid running out of money.
- Encourage them to leverage their expertise by offering freelance consultancy services to other companies and organizations. This way, they can stay engaged, continue working, and remain financially secure due to their valuable knowledge.
- Emphasize the importance of prioritizing their health. At 60, individuals are more susceptible to illness, especially if they do not take extra care of themselves. Being idle at home, merely eating and sleeping after a lifetime of activities, can lead to depression and health issues.
- Organize an annual ceremony in the company to reunite with retirees, keeping them informed about the latest developments within the organization and allowing them to meet new employees. This could be in the form of an annual lunch, dinner ceremony, or even field trips.
- Introduce annual health check-ups for retirees, sponsored by the company as a gesture of appreciation.
- Establish a support council to provide retirees with a platform to share their feelings. Many retirees may feel they are no longer valued or useful because, according to organizational policies, their services are no longer required.

Regards

Hi Renu and all my friends here, I just see that everybody here is giving solutions even without trying to find what the real problem is. A patient has just sneezed and all the doctors are prescribing MRI, CAT Scan, Angioplasty...

Renu - I really have not understood what the requirement is. I will request you to answer these questions so that you can get some meaningful answers:

1. What is the purpose of this training?

2. Do you want them to do professional training for the company's benefit or to train them for their after-retirement work?

3. How come you have employees of 58-60; don't they retire at that age?

4. Do you really need to TRAIN them now?

5. If yes, then what are the NEW skills you plan to impart to them at this stage/age?

6. Are they in dire need of training or do you just need to spend your training budget?

Pardon me, friends, for commenting on your comments, but I feel that trainers should not become like the doctors in our country who prescribe surgery where a disprin would do.

Regards, Riyaz

Recently, I had an opportunity to train this age group in the Central Bank of India. The basic thing to understand is their mental state as they are at a crossroads regarding what happens next. The best way of communication is non-technical; try to understand what they want. A lot of PowerPoint presentations are not going to help. Connect with them to find out their anxieties, and conduct training accordingly.

The biggest problem for them is going to be time management as they have nothing to do after retirement. You may also discuss with them how to keep themselves engaged and in what manner family relationships could be maintained. The effect of being at home doing nothing could also be addressed during the training.

For such an age group, giving them lectures, showing PowerPoint presentations, or delivering a very structured program may not be advisable. We must provide them with what they "need to know," not what is "nice to know." They will show interest if, while communicating to them, it is explained that this training is for their personal benefit. Information will be shared about life after retirement and the options available, etc.

Topics to be Covered

1. Money management post-retirement

2. Policies related to claims (pension, medical, etc.) from the company

3. Health management - Do's and don'ts of the silver years

4. Relationship with spouse post-retirement (24/7 availability at home)

5. Coping with the changed attitude of people around, including colleagues and subordinates

6. Possible loneliness, issues with children, etc.

7. Career options or engagement plans

8. Nomination and will of property-related information

9. Benefits from the government for senior citizens, such as the Senior Citizen Card, concessions, and other benefits

10. Latest information on other medical and health insurance facilities, e.g., Reverse Mortgage Loan Facility, etc.

11. Information about NGOs and help groups working for the welfare of senior citizens.

Importance of Useful Training

The most important part of any training is that the participant finds it useful for themselves. If they cannot, they will resist the training regardless of their age. The trick lies in instigating their interest.

We, at SBI, conduct pre-retirement programs for our employees, which cover financial and wealth management, personality profile, and post-retirement stress. These are things that help them lead a more meaningful and fulfilling retired life. The receptivity to this program is very good.

Regards,
Saleha Ahmad, AGM & Faculty (HR & OB), State Bank Academy, Gurgaon
[Email Removed For Privacy Reasons]

Some respondents have rightly mentioned the need for training to equip them for retirement. This is very true.

Another issue is that older employees sometimes feel that there is no point in attending regular training courses so close to retirement, and one can understand their reasoning. I would make two points to such employees:

1. As long as they are employed, it is important that they keep their knowledge and skills up to date. If they do not, then their decline will have a negative impact on their colleagues and the work of the whole team.

2. Older people have years of accumulated experience. Training courses can provide the opportunity for these people to share their knowledge and experience with their younger colleagues. The trainer should seek to provide this opportunity without allowing the older person to monopolize the discussion.