(By Laurie Kahn) Are a high percentage of your sellers Boomers? If so, many may be looking to retire soon. Statistics show that 10,000 Boomers turn 65 every day until 2029. For many staffs this is going to mean that a complete turnover is necessary, which is extremely hard to do with the low unemployment that many industries are facing today.
Don’t panic, there are solutions.
First of all, realize that people are healthier longer, so while the age of 65 sticks out as retirement for many, for others it is not an option and there are many who plan to work well past 65. If they can find a job. Sadly, many 50+ workers share that they cannot even get a call back from a potential employer once they see their work history. Look at the person. Examine their energy, their list of contacts, who they know and how they can open doors for you. Stop discounting workers for being over 50.
We all have seen examples of smart, personable, professionals who are over 50, even over 60 and 70! They may be in great shape and love what they do. Maybe they got hit in the last recession and must work to cover their financial needs. There is no reason they should not be considered for open opportunities. They have a lot of knowledge and can open doors that an entry-level person may not be able to handle.
We have long seen “job shares” in the workplace. While they are traditionally two moms sharing a list, there is no reason that a job share can not be a veteran seller teamed with a recent graduate, they can both learn from each other.
Consider offering part-time positions for sales. Maybe that senior seller would like a few days off per week — why not? Having several part-time sellers will more than likely result in having higher revenue than with fewer full-time sellers.
With modern technology, there is no reason that a seller needs to be in the office or even in the market all the time. We have seen many examples of remote sellers able to successfully handle a list. By offering more flexibility, you will increase the amount of people interested in joining your team. If allowing your senior seller to work from a warmer climate for a month a year, why not? You will be known as a great employer who cares about their staff!
Encourage those who are considering retirement to not take their social security at 62 and to keep working for a few more years. Show them what their nest egg can look like with a few more years of employment and by holding off on starting their social security will be much higher. Use your business manager or CPA to help make your case.
While all companies must strive for a diverse workplace, remind yourself and your management team, that for many, 65 is just an age and not a deterrent to their ability to do a job.
Laurie Kahn is the creator and founder of Media Staffing Network. She can be reached by e-mail at [email protected]