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Fishers, Indiana, United States
Brenda gained career expertise as a human resources leader at a global company before becoming an HR consultant. She gained functional experience in a variety of sales roles in the health care industry achieving success for over 20 years. Her passion is participating in, writing about and observing the evolving workforce. For the first time in history four generations work together. It keeps things interesting. Baby Boomers (born 1946-1964) are redefining retirement and what it means to age in the workforce. It is not just about money. Okay it plays a role! At 76.4 million members strong, Boomers are leveraging technology to continue their careers and the personal fulfillment working brings. Managing a late-stage career requires more thought than 20 years ago. Unexpected changes in life force us to consider the future. There is no roadmap or one size fits all answer. This blog is about sharing, networking & finding your own right answer to working later, managing your career, redefining retirement, looking for work in your 50s & 60s and reinventing yourself.

Monday, December 30, 2013

2013 in Review for Experienced Workers



2013: A Year in Review for Experienced Workers
A record-setting stock market has added to 401(k) and 401(b) accounts held by 40+ employees and a public conversation about a livable wage made 2013 a better year for experienced workers. I loved 2013 because many experienced workers that I know were able to make career changes or find work after being among the long-term (>1 year) unemployed. It was not a great year because:
(1)    too few human resource departments  are developing employee strategies focused on retaining, engaging and leveraging an older workforce
(2)    age discrimination runs more rampant in companies primarily because severance packages prevent employees from filing lawsuits- so the behavior goes unchecked and the burden of proof continues to clearly supports business, not the employee
(3)    four generations in the workforce-for the first time in history-requires training and development strategies to boost employee engagement; a different type of leadership strategy including reviewing the total reward structure—benefits, recognition, compensation, paid time off and development opportunities across the workforce—not for targeted age groups; it Is not happening in most companies
(4)    recent rulings have not supported the reform of the Supreme Court’s decision in Jack Gross v. FBL Insurance that made it harder to sue with age discrimination as the reason

Yes, companies are hiring more workers in their 40s, 50s and 60+s. I can’t say how other employees or managers act toward their mid-life co-workers or whether corporate infrastructure supports their  attempt to thrive in the workforce. Trends for experienced workers in 2014 are the subject for a future blog post.

1 comment:

  1. My resolution is to leave my job in the medical field and go back to school and become a pastry chef. I'm 52 years old and I've been living someone else's idea of what I should do since I was 22. No more!

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