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Millennials get a lot of attention when it comes to their role in the workforce and career expectations. But CHROs would be remiss in dismissing older workers — primarily Baby Boomers born between 1944 and 1964, as defined by PEW Research — as important contributors to their organizations. They bring deep institutional knowledge and industry expertise, making them valuable members of the team. Plus, older workers bring a lot of life experience to the table as they have had to collaborate with co-workers and solve problems over the course of their lengthy careers. Many organizations are working to adapt to this new mix of workers. The Deloitte survey noted that 65% of companies have “open” or “flexible” career models that enable talent to move more freely than before — from role to role, within and outside the enterprise, and across organizational and geographic boundaries. But are CHROs doing all they can to recruit and support seasoned talent ? |
