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The New Challenge For HR teams

  • 2 days ago
  • 1 min read

Many organisations are good at managing the departure of older workers via redundancy, but far fewer are good at managing what happens to these valued employees afterwards.

 

For many experienced employees, leaving a long-term role is not simply a job change. It can trigger a profound shift in identity, confidence, routine and purpose. This is particularly for people in their 50s and 60s who may still have 20+ productive working years ahead.

 

Increasingly, I’m working with senior professionals who are asking:

• “Who am I without this role?”

• “Do I really want another corporate position?”

• “What does the next stage of my life actually look like?”

 

This is becoming one of the biggest unspoken workforce issues facing organisations. Because how employers support experienced people through transition matters.

 

It affects:

• psychological wellbeing

• organisational culture

• employer reputation

• knowledge retention

• and ultimately how people remember their working lives

 

“Retirement” is no longer a simple end point. For many, it’s now a transition into something entirely different.

 

The organisations that understand this early will stand out.

 

 

 
 
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