70% of HR Managers feel worker retention is a primary concern.

40% of HR Managers state that turnover has increased in past 12 months.

55% expect retention to be a very high challenge for the next five years.

"Our study reveals that recruiters and hiring managers are not only cognizant of the retention issue, but are concerned about its current and future impact on organizational growth," said Dr. Jesse Harriott, VP of Research at Monster. "Businesses of all sizes and across all industries must develop - and implement - creative programs and strategies to attract and hire top candidates while retaining and motivating current employees. As the talent pool shrinks, it is imperative that immediate action is taken to ensure businesses are prepared and staffed for the future."

The survey recommendations, while worthwhile, do not specifically address the retention of our demographic – the mature workers. So… I asked the S-AGE for creative ideas for the retention of mature workers.

The friendly wizard had this to say: “Each person has unique needs based on their circumstances, stage of life and other external factors. If we learn to plan around these unique differences while offering equal access to benefits to various groups of employees, we will avoid charges of discrimination while retaining key contributors from all 4 generations in the American workforce.” The following sagacious ideas should help HR leaders to WORK SMARTER and retain their mature workforce.

When employees retire, offer them the opportunity to be included on your preferred free-agent lists. Demonstrate your honorable intentions with real gigs and you’ll retain trained, flexible, knowledge workers when/as needed.
Offer a phased retirement plan, including assistance in planning for 3rd Careers and the inevitable day in the future when everyone must be prepared to move on. Gradual change is a cost-effective retention strategy.
Revise your so-called “performance management systems” and institute realistic and measurable goal-setting systems. Report cards are a drag at any age but goal setting is a sensible measurement of accomplishment.
Know your employees. Stop talking about “culture” and start showing “interest.” Along those lines, don’t marginalize mature workers. Knowledge is not the domain of any particular group but of talented individuals everywhere who seek to contribute their talent. Once acknowledged, twice as likely to stay!

Support re-deployment internally across other departments. Setup a system to capture talent wherever it sits. Go after this talent! Do it openly. Don’t wait for folks to apply. Count on revitalization after re-deployment.
Make certain that your customer-care departments become employee-care departments where employees can get real help with business related issues (such as setting-up home offices, etc.) This minimizes frustrations.
Allow more flexibility to work from home but offset the isolation by scheduling frequent “live” team meetings. We are, after all, social creatures and need interaction in order to remain connected and committed.
Respond actively to those employee surveys you insist on conducting or get rid of the surveys altogether. And, don’t do them yourself if you expect honest feedback. Few believe that surveys conducted internally are confidential.
Think about investing in an “innovations think team” and, as part of your recognition programs, rotate people (including mature workers) into and out of this group to help brainstorm the future for your firm. Involve others (beyond the “usual suspects”) and everyone wins the retention game. Extend your educational assistance program to include courses folks are actually interested in taking. People won’t leave while they are continuing to learn!
Return accountability for retention to where it belongs – with the employees’ department leaders. High turnover is not now, nor has it ever been, within the power of HR to mitigate.