Programs for Organizations

"Most companies’ human capital strategies have traditionally been more focused on moving people into jobs than on easing workers out of them.  Companies create entire departments to recruit, interview and woo candidates, but they tend to give less thought to what happens as employees near retirement.”

(Brandon Rigoni and Amy Adkins, 2015, https://news.gallup.com/businessjournal/181286/part-time-work-benefit-baby-boomers-employers.aspx)

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Forward thinking organizations help employees plan financially for their retirement, but psychological preparation is equally important.  Depending on one’s health, retirement can span dozens of years.  The transition is complicated by the fact that many people are not psychologically ready for what could be one of the longest phases of their life. 

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Furthermore, when key employees are ambivalent about retiring it can have a profound impact on the organization:  

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• The individual may have difficulty committing to a definitive date to retire. This impacts the organization’s operations and succession planning process.

• The individual steps down but has trouble stepping away (e.g. insists on attending meetings and offering input).

• The person doesn’t fully embrace the succession plan (e.g. criticizes or undermines their successor). 

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As their employer, you’ve not just contributed to your staff's 401k.  You’ve also contributed meaning, structure, and purpose to their daily lives.  Imagine what it’s like trying to replace those things, especially if you’re unprepared. Our workshop can help your employees explore the head and heart side of retirement and craft a smooth transition to their next chapter.