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HR HIGHS
Retaining senior staff has high cost benefit Retaining senior staff...
Organisations owe a lot to their senior employees. The current status and set up of the company is the product of years of dedicated services of senior employees who hold key positions in organisations. They stood by the company in its good and bad times, made their due contributions and progressed with it. The insight, knowledge and experience they garnered during the period are priceless.
They have excellent practical skills that transcend even the larger knowledge and skill set of junior employees. They value perfection and procedures and present traits like restraint, reticence, optimism, loyalty and good manners.
Though sometimes they can be inflexible and resistant to change, the older generation workgroup is the easiest to manage, as they are sincere, committed, reliable, disciplined and willing to learn.
They are the major contributors in maintaining standards and integrity of the company. Hence, senior and experienced employees are assets to any organisation they are with.
This group is well aware of the strengths and weaknesses of the organisation. It has the ability to anticipate impending challenges and to face them. Therefore, many organisations look out for capable senior employees to fill crucial roles. Similarly, they also try their best to retain their experienced staff.
Retaining is all the more important, considering the fact that a new hire would not posses a matching competence as the old employee. He would need at least some time to get acquainted with his role and culture of the organisation. And worse what if he turns out to be a mismatch? Firstly, he might come with a heavy price tag and secondly can make the investment made to hire and train him go waste.
There are many reasons why the senior staff leaves. While reaching retirement age seems the obvious reason, this need not be the actual or valid reason. It may not be an actual reason because; many senior employees leave their organisation because they need some flexibility at this stage in their career. They might be preoccupied with more personal responsibilities or actively taking part in other activities like working with NGOs or social service organisations. The next reason can be that they do not posses enough physical strength to withstand the pressure and pace of today’s workplace. Sometimes, changed values at workplace can be a reason. Another reason can be increased financial needs. Good pay, incentive, promotion, medical benefits and other allowances can allure even a loyal employee.
On the other hand, the reason need not be valid because the current senior employees are more self-dependent, determined and healthy. They still possess the zeal to succeed in whatever they take up and have reasonable energy to do so. They are looking forward for longer careers than their previous generation. Thus, merely reaching retirement age should not force them to give up their work. A little proactive approach from the management side can enable the organisation to avail the services of this workgroup.
Managements must address the expectations and concerns of this group independently. The acquaintance of seniors with the organisation and their traits must not be taken for granted. They must be rewarded appropriately for their services. More than services, they must be offered flexibility in style of work.
The management must periodically talk to seniors, inquire what would make them feel more comfortable with their work and organisation and see if they can provide the same that too before some other organisation offers the same to them.
The most important initiative towards this is flexible work timings and hours. As long as the employee is performing well and making due contributions, the managements must not be finicky about his timings and number of hours he is at the workplace.
A step ahead is to allow them work from home when they want to do it. Another option is to sign short-term contracts and keep extending them as long as both the parties are satisfied with the set up.
Some organisations offer a different and less demanding role to their senior employees who find their present role difficult to cope with.
For example asking a senior employee to train will help the organisation to retain him, avail his expertise and prepare future staff. The employee will be happy to continue with a job. He will be loyal, for his organisation values him, recognises his services and cares for his needs.
Or the organisation can avail his services or advice whenever there is a need.
If at all the senior employees leave it must be on amicable terms for they are a valuable source of advice in times of adversity.
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NITYA SAI SOUMYA
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