The ageing of the population is a great challenge not only for society and work organizations, but also for us all as individuals and citizens. A large proportion of the baby boom generation will have retired in many countries by no later than 2013, and, at the same time, demands to lengthen work careers by 1–3 years are becoming stronger and stronger. What should be done? How should older and experienced workers and employees be motivated to continue to work after the age of 63? What factors could motivate work organizations to keep experienced and competent older workers when economic fluctuations create opposite needs for work organizations?
These are difficult questions, but sustainable solutions are available. Good management and leadership that takes the strengths of each generation into account is in a key position in this respect – we call such competence age management or generation management. Age management improves the work ability and well-being of employees and strengthens the productivity and efficiency of work organizations. It motivates older employees to go on working, it also attracts younger generations by taking their needs into consideration, and it supports each generation’s commitments to work. For work organizations, sustainable solutions take the form of less absenteeism, less work disability, and lower turnover rates, not to mention improved competitiveness.
Using actual knowledge and long experience, Juhani Ilmarinen Consulting Ltd (JIC Ltd) can handle these questions together with experts from work organizations. It is time to act now! Contact JIC Ltd and ensure that your work organization will be successful also in the future – independent of age structures!