MANY OLDER WORKERS ARE OPTING TO STAY IN THE JOB MARKETWritten by Garth Jay
MANY OLDER WORKERS ARE OPTING TO STAY IN THE JOB MARKET Four Tips for Older Candidates to Remain Competitive in Today’s EconomyIt’s been said that some things simply get better with age, whether it is a vintage car or a fine wine; sometimes quality only improves over time. The same can be said about today’s older workers and job applicants—many of whom are choosing to remain in workforce far past what had formerly been expected retirement age. These workers represent a vast resource of years of skills, experience and creativity, and many are exploring career alternatives that offer different challenges from what they pursued before. And more of these seasoned workers who opt to remain in job market far longer today are making some interesting choices, whether it is taking on consulting roles, entrepreneurial options or leaving their current title and industry behind entirely. It comes down to basic premise that people today are healthier and are working longer than ever before. Many are looking at what portion of their old job that they really excelled at and loved and then making a decision about their next step—often choosing a different career path altogether. Some of these older workers are choosing to remain in job market, either due to financial necessity or simply desire to remain active and utilize their experience and work where they can make most impact. Many of them are choosing to leave a position to pursue a specific part of their former role that they enjoyed most, even if that might mean leaving behind a prestigious title in order to focus on what they loved most about job, such as sales or mentoring. The concept of retirement minute one turns 65 as a phase of life exclusively devoted to leisure and recreation is not in keeping with reality of most people today. That’s because a sudden shift from a highly successful and engaging career to no work at all has never been a good fit for most high-achieving people, so many are looking for alternatives. Age biases do still exist, although question of age is becoming less of a factor in building a strong workforce. Companies are beginning to realize that while younger, less experienced employees may initially seem more cost-effective, it is more likely that younger workers will change jobs more frequently in building their careers while older workers may stay with company longer. Therefore, idea of stocking your workforce with younger employees may not be best bet in terms of retention strategy.
| | The Employee Publication: The Great CommunicatorWritten by Ruth Drizen-Dohs
THE EMPLOYEE PUBLICATION: THE GREAT COMMUNICATORFive Tips for Creating a Successful Newsletter From Experts at Drizen-Dohs Corporate Communications Communication is more essential than ever in today’s culture. From global village to global business model, it is crucial to continually find new and better ways to share information successfully. And when it comes to sharing information within an organization, employee publications have proven to be an invaluable tool and a great resource. But how do you effectively communicate via a company newsletter? As every community has its own distinct set of members, subsets, culture and image, so does every company. That being said, it’s best to consider each of these components as you plan for a successful employee publication. Consider divisions in and among community within your organization when planning an internal newsletter. Remember that while all of you work as a team, there can still be departments that function separately, employees at varying levels of company, and team members with vastly different schedules, resulting in entire groups of people who aren’t that familiar with one another. A good employee publication can link these groups together, enhance morale and make people feel important and valued. In this spirit, here are some tips on how to create a newsletter or enhance an existing one that your employees will look forward to reading and that will bring your company’s community closer together: Represent all departments and levels of company: Recognizing importance of every role in organization will lead to increased morale and a feeling of inclusion. Feature employee roundtables and current company events: This is a great way for employees to learn from and about each other, share best practices between departments and keep everyone up to date on important company-wide information. Try to avoid using newsletter solely as a way to pass along company rhetoric or executive lectures.
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