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Aging workforce
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Aging workforce
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We have several employees who are in their late 50's and cannot physically perform their jobs any longer. We have a warehouse where their jobs require that they lift, stand on their feet for long peri
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Forums » Topic Forums » Work Views » Aging workforce
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Aging workforce
posted at 5/4/2005 1:17 PM EDT
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Posts: 2
First: 5/4/2005 Last: 5/4/2005 |
We have several employees who are in their late 50's and cannot physically perform their jobs any longer. We have a warehouse where their jobs require that they lift, stand on their feet for long periods and are constantly on the go. We of course are not discriminating against them because of their age, but what do we do? Find them another comperable job within the organization? Propose early retirement? If so, I do I go about setting up a retirement program?
Help! |
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Aging workforce
posted at 8/23/2006 11:54 PM EDT
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Posts: 120
First: 8/23/2006 Last: 9/29/2006 |
You focus on the job and the requirements of the job. they either perform the job or they do not. If they can't then you assist management in determining why. Absent a legitimate reason under something the the ADA if they can't do the job you end the relationship or encourage them to apply for something they can do. |
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Aging workforce
posted at 8/24/2006 12:11 PM EDT
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Posts: 221
First: 11/20/2005 Last: 4/4/2007 |
Cassinas approach is certainly the one that will win the admiration and support of the over 50s fellow workers. dherrm1s rationalist approach will lose out in the longer term. If the over 50s had given many years of dependable, reliable service to the company, to see them treated with such callousness will only serve to diminish the morale of their fellow workers. Loyalty to the company will diminish, productivity and efficiency will diminish. Costs will go up and profits will go down.
Vicki Heath Director Business Performance Pty Ltd http://www.businessperform.com |
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Aging workforce
posted at 1/2/2007 12:56 AM EST
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Posts: 5
First: 10/10/2006 Last: 10/27/2010 |
I agree with the approach to help them. Chances are, they have been very good workers and any way that you can assist them would send a good message to all workers of all ages.
If that doesn't work, I would look at relocating them into other jobs within the company or offering them an early retirement package. I work for a company with long tenure--even in our operations division, which has a lot more physical jobs...we have had 70+ year old workers and continue to have those work for us because we do what we can to accomodate them...they are fabulous workers, very dependable and keep a nice balance and also teach the younger workers some business ethics and how to behave in a professional manner. They serve our company well. |
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Aging workforce
posted at 1/2/2007 1:07 AM EST
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Posts: 1
First: 1/2/2007 Last: 1/2/2007 |
We too have an aging workforce, which are talented and hard to recruit skilled tradesmen. We are attempting to find a method to both utilize there sharp minds and skills, but attempt to remove them from the most physically demanding jobs. If we cannot find those opportunities elsewhere in the organization we will have no other alternative than refer back to their 'performance' or lack there of. If they cannot perform their job then we will have to review ways to remove them from the workforce.... |
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Aging workforce
posted at 1/2/2007 1:25 AM EST
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Posts: 35
First: 1/17/2006 Last: 6/5/2007 |
I believe it is important to have a balance between the business need and the needs of your employees. Therefore, I suggest the following:
- Use this as an opportunity to investigate what you can automate within the team which will make their work faster. - Look at what resources you can provide to make their work easier. - Since they're nearing retirement age, have a chat about whether they'd like to start working part-time, enabling you to hire more efficient people for the remaining periods. - See if there are other internal jobs for them to do instead. - Ask them for their suggestions. They're likely to know that they're not performing in the same way they used to, so I'm sure they'd have plenty of ideas that can help you. To download complimentary e-books on employee engagement, retention, and recruitment, visit www.jamesadonis.com and click on "With Compliments". Best regards, James Adonis Employee Engagement Expert, Speaker, Author www.jamesadonis.com |
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Aging workforce
posted at 1/2/2007 2:02 AM EST
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Posts: 1
First: 1/2/2007 Last: 1/2/2007 |
If you were to offer a retirement package, what rules are applicable so that you don't run against mandatory retirement. I have tried to research this and I am not comfortable with the results I have seen. We would like to keep some of these workers as well, but at some point it is beyond our means to accommodate their needs. |
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Aging workforce
posted at 1/2/2007 2:05 AM EST
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Posts: 2
First: 1/2/2007 Last: 2/27/2007 |
If they have hard to find skills, why not make some of them trainers for new hires? They get to pass on what they've learned and know how to do, guide a new generation of tradesworkers, and continue to contribute to the company in a meaningful way. |
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Aging workforce
posted at 1/2/2007 3:09 AM EST
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Posts: 3
First: 12/27/2006 Last: 5/21/2007 |
Given that the pool of qualified workers is shrinking every year, and that these are long term, loyal employees, I agree that a transition into another area or using lifting assists is the reasonable and responnsible way to go. Respect demonstrated to these workers will be reflected to other employees - and that will impact the bottom line. Now and later in terms of retention and even recruiting. |
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