Title: Retiring employees: 8 tips for a smooth transition - Insperity
Headings: Retiring employees: 8 tips for a smooth transition
Retiring employees: 8 tips for a smooth transition
1. Avoid knowledge silos
2. Don’t undervalue older workers
3. Cross-train employees
4. Consider alternatives to full retirement
5. Plan succession across all departments
6. Manage across generations
7. Make annual assessments
8. Don’t wait till they’re out the door
How to develop a top-notch workforce that will accelerate your business

Content: For instance, if your entire HR department is 55+, you have trouble brewing. As older HR workers retire or make lateral moves, you should have a plan in place so that younger specialists and managers have time to learn from their older peers and be ready to step into senior roles when the time comes. Some managers unconsciously get into the mind-set of thinking they need someone of a particular age, gender or other external characteristic rather than focusing on skill set. A succession plan that outlines each position’s key roles and responsibilities can help an organization shake such self-limiting behaviors and create opportunities to find excellent replacements for retiring workers. Remember, someone’s style or work cadence doesn’t necessarily equate with an ability to learn or fulfill a new role. 6. Manage across generations
Aging employees need to know that it’s part of their job to train the younger generation, and younger workers need to know it’s their job to learn from their more experienced peers. At the same time, you don’t want to signal to older workers that their experience is unappreciated or unneeded, or that you think it’s time for them to leave. You can help facilitate cross-generational learning by reminding everyone that there is much to be learned from different perspectives and work styles. Often, if the leader fosters an open-sharing work environment it can minimize feelings of ageism or discrimination that older workers may feel as they begin to transition.