Unretirement Project

Retirement Redefined

Minternship: Is It the Secret To Encore Career Success

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window sign get a slice of this action minternship

We’ve been talking quite a bit about second careers, encore careers, etc. here on Unretirement Project. I ran across a newly minted term recently that might relate to it – minternship. It’s defined as a way for individuals in the mid-career stage to get real-world experience. So, think of it as an internship for thirty-year olds.

But that got me thinking. If it’s acceptable to do a minternship in your thirties, why not in your forties, fifties, or sixties?! The goal is still the same: learn a new industry or profession. Isn’t it better to try out a new career before going all in and then realizing you don’t want to do this for the rest of your life?

I can see minternships happening both internally and externally. If someone wants to change industries, a minternship allows them to learn about a new field. Let’s say you wanted to move from the private sector to a non-profit. Internally, a minternship could allow an employee to try out a new position. Such as going from human resources to marketing. Or vice versa. Finally, employees might want to do a combination of the two. Maybe moving to part-time status in their current role so they can work as a freelancer. 

Regardless of how a person does it, there is some planning and preparation that needs to take place. Here are six things to keep in mind.

  1. Get support from family and friends. Making this type of change is a family discussion. Even if you live on your own, there may be others that depend on you for caregiving or support. Talk with your family and friends about what you’re hoping to accomplish and how they can support you. 
  2. Make changes to your financial position. It’s likely that a minternship will not pay the same amount of money you’re making right now. It’s also likely that a minternship will change the benefits you’re accustomed to. You’ll want to take this into consideration as you’re thinking about a change. 
  3. Put your ego in check. Chances are you’re very good at your current job. Others might see you as an expert. Learning a new job or industry means you won’t be the person that everyone looks to. In fact, you’re going to be looking for others to show you the ropes. Get used to it. 
  4. Be curious. This goes with the conversation about your ego. We’re going to have to ask questions, read books, watch videos, etc. to learn more about the role and responsibilities. Some of that might happen on your own time. If you’re used to not going to training or spending time to stay current, you’ll have to change your thinking.
  5. Define what success looks like. It’s possible that a minternship might make you realize that you don’t want to make a change. And that’s okay. No, let me rephrase that. Finding out that you don’t want to make a change is success. It’s important to look back on this activity and see the positive. 
  6. Create a re-entry plan. At some point, the official minternship will be wrapping up and you’ll need to figure out next steps. While you might not have all the answers initially, it could make sense to journal the minternship experience and create a plan for what you will do once the minternship is over. 

Minternships could be a great way for us to test-drive new work experiences and make decisions about the future. But they can’t be done in a silo. With proper planning and communication, a minternship can help us figure out our unretirement. 

Image captured by Sharlyn Lauby while exploring the streets of Orlando, FL

Smart Home Technology Helps Aging in Place

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Las Vegas sign robot waiters cheers to good times with smart home technology

I ran across this article in ReadWrite about “The Key to Smart Home Success; Safety and Security”. It’s an interesting read that you might want to check out. Even if you’re not thinking about aging in your home.

Keith and I still have a few years before we’re of official retirement age (i.e. meaning we can sign up for Medicare and Social Security). But that doesn’t mean we’re not thinking about the home we plan to age in and how we can make that home as “senior” friendly as possible.

Obviously, that includes things like downsizing and making bathroom renovations to include grip bars in tubs and showers. But another area that we’ve been reading a lot about is using smart home technology. Hence, my mention of the ReadWrite article above. We’re using smart home technologies now to make our lives easier. Why not think about how smart home technologies can help us age in place?

But here’s the thing. We need to be deliberate when it comes to using smart home technologies. This isn’t simply about buying some gizmo and hooking it up to our home internet. Here are a few things to consider:

Learn how the Internet of Things (ioT) works. The Internet of Things (aka IoT) is a system of interrelated devices that connect with each other via the internet. A common example would be that I can view what’s happening in our home on my Apple Watch and iPhone using my Amazon web camera. The idea is that all of these devices work together to give me – the user – a more valuable experience. 

Think ecosystem. Keith and I were big holdouts when it came to the Apple ecosystem. We had iPhones and iPads but held back on iMacs and other devices. We had no idea how great the benefits were of being in the ecosystem. I’m not saying you have to buy Apple products but do think about how your devices will “speak” to or work with each other. Remember, the goal is to make things easier.

Research companies and services. Once we know how IoT works, then it becomes easier to identify those companies that might provide products and services that will be helpful. We can research who has ecosystems and who doesn’t. I hate to say it but the last thing we want to do is invest in products and services that won’t get along with other technologies. Or they sound cool, but they might be out of business in a couple of years.

Know how your home network is set up and functions. Getting internet at home is so easy today. Just call a service provider and they show up with a box and some wires. Just a couple hours later…poof! We have WiFi. But if you’re planning to use smart home technology to help with your aging strategy, then it’s important to know a bit more. Get educated on how the system is set up and how to do basic troubleshooting.

You don’t need to get a degree in engineering to become proficient with smart home technologies. But for all of those people who might be saying, “Ah, who needs the internet?!” keep in mind that smart homes are the wave of the future. It’s what people want. And it’s what companies are making. At some point, it is possible that all we might be able to buy are smart home technologies. No one wants to age behind a steep learning curve.

What We Are UP To – The Grateful Edition

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sign saying this is a good day next to a graffiti heart being grateful

Thank you so much for being an Unretirement Project reader. We’re grateful for your support. We’ve been UP to lots of exciting things in November. 

Feeling | Excited (and Exhausted!)

> Five years ago, we decided to move from Fort Lauderdale to Gainesville. Three years ago, we put a deposit on a house. Last week, we finally started moving into our forever home. To say it’s been a rollercoaster is an understatement. But we’re grateful to be spending our first Thanksgiving in our mess of a new home. 

Working On | Unpacking

> Needless to say, it’s all about the unpacking right now. And we’re tackling a few boxes a day. After having most of our belongings in storage for the past few months, it’s quite a treat to open a box and say, “Yea! I found it.” And “OMGosh, I forgot we owned this!” When we put our things into storage, we were wearing shorts. Today, we’re grateful to find our sweaters. Ha.ha.

Watching | Football

> Thanksgiving is a day for being grateful. But it’s also a day of celebration. We like to spend ours watching parades, football, and the Turkeys Away episode of WKRP in Cincinnati. We lived in Cinci years ago and always loved how the city embraced this wacky show and episode. 

Reading | Warranties and Manuals

> It’s not the most exciting reading. But it’s essential. While appliances are usually very intuitive, they also have more features. The hardest part is figuring out how to store all of these documents. In our last home, we created a file for each room and stored the manual for the item in the room’s folder. Very efficient and easy to locate the manual when necessary.

Remembering | Past Thanksgivings

> I don’t know why but holidays are always a time for remembering past holidays. This one will be particularly special since we’re in our new home. But last year, we took a cruise and it was fun. I guess what makes a holiday special is who you spend it with not where you spend it. 

Planning | Alton Brown’s Aged Eggnog

> I read an article recently on the Serious Eats blog about Alton Brown’s aged eggnog. We like eggnog. It’s a once a year treat. So now that we have a home and a new refrigerator, I thought that I would break it in by making fresh eggnog and aging it for one year. Ask me this time next year if I’m grateful for it. LOL!

Loving | Versed

> I’ve mentioned before that taking care of my skin is important. Especially as I’m aging. But I will admit that I’m not interested in having a 20+ step skin care regimen. Thankfully, I recently discovered Versed. It’s a Target-exclusive skin care collection that’s free of toxins, added colors, and fragrances. It’s also vegan and cruelty-free. Lastly, each item is under $20. 

Geeking | MOTILE Backpack

> I love traveling with a backpack and recently found one with a charger. Walmart’s MOTILE brand includes a laptop backpack with a wireless powerbank and a wallet with a Qi wireless charger. I decided to give them a workout on a recent trip and loved the storage. It’s great when form and function come together. 

We are truly grateful that you join us in this project. Have a wonderful Thanksgiving. And let us know, what’s UP with you?

How to Handle Ageism In the Workplace

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workplace sign against ageism showing a place for all people

Last year marked the 50th anniversary of the Age Discrimination in Employment Act (ADEA), which prohibits discrimination against individuals 40 years of age or older. In a survey on ageism from AARP, nearly 2 out of 3 workers have experienced some form of age discrimination or age bias. This is a huge issue for organizations and employees.  

I recently received this note from an HR Bartender reader. Given the statistics above, I think it’s a very appropriate conversation for over here as well. The story is a bit long, but one that might resonate with many.  

I’m looking for some advice and came upon your site. I’m asking for a friend (honestly). My friend is 62 years old, not computer savvy, and barely knows how to use email. EVERYONE knows this. We are nurses, working at a small surgery center with less than 50 employees.

Our company does ALL pay increases and raises at the same time. Strange, I had never heard of that. Anyway, our boss emailed everyone a self-evaluation performance appraisal form to complete and return.

My friend didn’t get our boss’ email because she has no access to email here at work. Thankfully, someone printed out the form and gave it to her, telling her it was the self-evaluation for her review and pay raise. However, she didn’t submit her self-evaluation. Later, she asked our boss about the status of her review and pay increase. Our boss informed her that all the reviews were completed and since she didn’t return her self-evaluation, she doesn’t get a review or a raise. ‘Maybe next year’ they told her.

Everyone else I know got their review and a pay increase.

Anyway, my friend is afraid to ask anybody about it, because she thinks she will get fired. Personally, I don’t know how this type of action can be legal. I also feel she may be discriminated against due to her age. Can you help or direct me to the proper place? Thanks in advance.

I know there’s a lot going on in this story. To help us understand more, I asked employment attorney and friend Kate Bischoff to share her knowledge. Kate is the founder of tHRive Law & Consulting LLC. She’s shared her experience on HR Bartender several times. One of my favorites are her comments in this post about “Reporting Workplace Bullying to HR”.

Please don’t forget that Kate’s comments should not be construed as legal advice or as pertaining to any specific factual situations. If you have specific detailed questions, they should be addressed directly with your friendly neighborhood attorney.

Kate, let’s start our ageism discussion with a tough question. Do organizations have an obligation to provide employees with email and computer access? I understand that a lot of people have smart phones and internet access for their personal lives, but is it a professional requirement?

[Bischoff] No legal requirement, but if they are going to conduct business over email, like completing a self-review to determine raises, fairness would dictate that the employer provide access. Giving access is not hard, so it saddens me that this person couldn’t access it.

This also adds fuel to a discrimination fire. If there was other evidence of possible discrimination and the employer didn’t give access, a jury might very well find that the employer was setting the employee up for failure.

Another tough question. If an employee isn’t tech savvy, does the company have an obligation to train them?

[Bischoff] Again, sadly, no. While many professions don’t require computer savviness, this is quickly changing with employers and they are expecting employees to come with those skills. The lack of skills is likely to disqualify someone from a position.

Follow-up question. Obviously, if using technology is part of the job, that’s a different story. Are activities like completing a self-evaluation or using employee self-service technology considered part of the job?

[Bischoff] Absolutely. If these activities were completed in furtherance of the job, they are part of it.

Regardless of the age of the employee, if an employee doesn’t complete the self-evaluation and that’s part of the overall performance management process, can companies respond by not doing the appraisal or awarding a pay increase?

headshot attorney Kate Bischoff

[Bischoff] Yes, and it appears this employer is going to get away with it. We know that employees want feedback (positive and negative) and pay increases. If this happened to one employee, it likely has happened to another.

The lack of fairness is going to breed morale and employee engagement problems, especially as employees start talking about it. And, employees have every right to talk about their situation at work under the National Labor Relations Act (NLRA) and many state laws.

Our conversation so far hasn’t focused specifically on the age of the employee. Let’s switch gears a little from ageism. What is age discrimination? And how does it differ from ageism?

[Bischoff] Age discrimination is the unlawful use of age in employment decisions. Under the ADEA, if an employer doesn’t hire someone because they are too old, then they are discriminating. The same is true if the employer has different terms and conditions of employment based on the age of the employee. Paying an older employee less than young employees would be discrimination.

Ageism is prejudice against someone because of their age and is often displayed by comments like ‘hey, geezer’ or ‘digital native’. Ageism is often evidence of age discrimination like racism is often evidence of race discrimination.

Last question. I’m sure we don’t know the entire situation. And because the organization has less than 50 employees, there’s a chance they don’t have an HR department. What can employees do to express their concerns?

[Bischoff] Employees must speak to a manager. Managers are ‘the organization’ even if there is an HR department. They have a legal responsibility as ‘the organization’ to prevent and stop age discrimination in the workplace. If they fail to do so, ‘the organization’ can be on the hook for discrimination.

If speaking to a manager doesn’t work, then employees could speak with the Equal Employment Opportunity Commission (EEOC) or a state agency that deals with discrimination laws.

logo thrive law and consulting

I want to extend a HUGE thanks to Kate for sharing her knowledge with us. Please be sure to check out Kate’s blog for more insights. 

According to AARP, older workers are the fastest-growing segment of the workforce. This is important to organizations who are looking for good workers. It makes absolutely no sense to treat older workers badly or discriminate. Older workers can provide value to the company’s bottom-line.

I can’t help but end today’s post with a message of tough love to older workers. Technology isn’t going away anytime soon. If you’re one of those people who is thinking about staying in the workforce as long as possible, then learning a bit more about technology is important. You don’t have to become a computer programmer to be proficient. Just something to think about…

Help Your Employer By Taking Control of Your Retirement

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sign live life to discover referring to retirement

I ran across an interesting article on Workforce.com talking about “Employers’ Blind Eye for Boomers Slowly Opening to Retirement Realities”. While the article is focused on what employers can do keep older workers engaged, I think there are some takeaways for individuals planning their retirement.

One of the things that both employers and employees need to realize is that the retirement conversation doesn’t have to be “all or nothing”. And I think that’s hard. From an organizational perspective, companies often do not like to operate in shades of gray. They think that there could be a risk associated with it. 

Employees don’t always want to operate in the middle either. Especially when it comes to a big lifestyle change like retirement. They want security and who can blame them. So, instead of waiting for your employer to tell you what they can offer, why not start thinking about what you can and are willing to work with. Here are a few suggestions:

  1. Know your rights. While some employers might start dropping hints about “getting older” and “planning for retirement”, it’s important to know what your employer can and cannot do. The Age Discrimination in Employment Act (ADEA) ensures that older workers receive equal and fair treatment in the workplace. It protects most workers forty years of age and older from arbitrary age discrimination while on the job and it seeks to support the employment of older persons based on their ability rather than age.
  2. Have a work stop date. Even if you decide to change it, start thinking about when you would like to 1) slow down and 2) stop working. That way you can control your plans. It’s possible the company will ask you to consider staying longer than you originally planned. Are you open to that? What conditions would make that a good decision for you? Same goes for having a slow down date. Maybe simply reducing your work schedule will be a perfect way to transition to full retirement.
  3. Think about changing work responsibilities. If you decide to reduce your schedule, the company might rework your job responsibilities. This shouldn’t be a surprise. The organization has to get the work done. But honestly, you don’t want your job to turn into something you don’t enjoy. Think about what tasks you currently do that you love and wouldn’t want to give up, even with a reduced schedule. Also think about how you would accomplish those tasks if you didn’t go into the office every day. 
  4. Think about changing responsibilities at home. With more time at home, comes changes to our daily lifestyle. While Keith and I don’t have children, I know of several people who have retired (or semi-retired) and become babysitters for their grandkids. Some of them love it. Others were hoping for more time to do things on their bucket list. Our happiness at home is often connected to our happiness at work. If you’re thinking about creating a retirement transition plan, think about what it means for your home life.
  5. Consider the budget. Any type of change at work and home means looking at finances. How much income do we anticipate? Can we afford to cut back financially? Are there expenses we need to re-evaluate? A successful transition to retirement includes a financial transition. It’s better to discuss lifestyle changes before you’re forced to make them. In fact, it could make sense to test drive some changes like cutting the cable cord or buying gently used clothing from PoshMarkbefore you need to so it’s not as dramatic. 

The point here is that waiting until someone else brings up retirement puts you behind in the negotiations. Be prepared to discuss what you want and when you want it. That way, when an opportune moment presents itself, you can go for it. Keep in mind that you have colleagues around the same age who are trying to make plans as well. I’m not suggesting you throw a colleague under the bus, but to get a win for everyone, people need to know what they want.

Your retirement exit strategy doesn’t have to be a one-way conversation. Employers can be very supportive if they know what you want and are willing to offer. 

Image captured by Sharlyn Lauby while exploring the streets of Atlanta, GA

Make Retirement Plans For Your Social Media Accounts

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Disney sign end of the line social media accounts

I’m going to talk about a subject that many of us don’t like to discuss – death.

I ran across a column in The Washington Post about “Facebook memorials”. It’s an interesting read about the different options that can come up when someone with a Facebook account dies and how you can pay respects online. You might want to check it out. My biggest takeaway from the article was that I need to have an opinion about what happens to my social media accounts when I die. Here are some of the things that I’ve started thinking about that you might want to consider as well:

Should I retire some social media accounts before? Granted, because of HR Bartender and Unretirement Project, I’m out on quite a few social media networks. But will I need to maintain all of them as I get older? Probably not.

How will I know when to retire a social media account? It’s easy to say that I might not need to be out on every social media network forever. That being said, I do need to think about what the conditions are for retiring a social media account. Right now, it’s kinda willy nilly. Oh, Google+ is shutting down? Okay, I’ll close my account. That logic might not be the same with Twitter.

How should I close an account? The answer to this question might seem obvious, but I’m not so sure. Some people close accounts by contacting the organization and officially “closing the account”. Others do it by simply not using it anymore. There are advantages and disadvantages to each. If you’re wavering on whether or not to use a social media network anymore, maybe it makes some sense to not use it for a while to confirm your decision. That way if you miss the interaction, you can easily go back.

Do I want and/or need a record of the account before I close it? Many social media platforms give you the ability to download your historical record. I must admit that I’ve never really utilized this option, but could it be worth my time to download my history before closing the account.? I honestly don’t know. However, I do think it’s worth some research and a conversation. And if you do decide to get the record, what are you doing to do with it?

Who do I need to inform about my social media accounts? What I’m talking about here are logins and passwords. Chances are you’re going to change your password regularly between now and then, so you don’t want to have to notify family or friends every time you do. (And if you’re not planning to change your password, you should.) Have a place – like a password manager – where people will be able to easily find so that, in the event of your death, they can access your accounts and follow your wishes. 

I’m sure I’ve only scratched the surface of the things we have to consider when it comes to social media and our passing. But it’s an important conversation. Our identities are out there and the last thing any of us want is our identity to be compromised. So, we want to be able to enjoy social media while we can and put the pieces in place for it to be handled appropriately when we’re not here anymore.

Image captured by Sharlyn Lauby while exploring Disneyland in Anaheim, CA

How to Deal With Ageism During Job Interviews

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you be you sign confidence is in you ageism during interviews

I ran across this article on Harvard Business Review titled, “5 Ways to Respond to Ageism in a Job Interview”. It’s worth checking out. 

It’s unfortunate but ageism exists. And there’s a real debate going on right now whether ageism is being perpetuated by organizations or individuals. Meaning, are companies really the villains when it comes to pointing out that age is a factor in employment decisions OR are individuals the victim for not keeping up with the times. Personally, I think there’s a bit of both happening in the workplace today.

Organizations need to realize that older workers bring value. Especially when businesses are really struggling to find talent. Meanwhile, job seekers and employees need to realize the world is changing. Technology is a big part of our personal and professional lives. As individuals, we need to evolve and stay current. 

Back to the Harvard Business Review piece. I thought the article had some great interview tips for individuals who are trying to find a new opportunity in today’s job market. Regardless of age. Here are five from the article:

  1. Demonstrate energy, enthusiasm, and curiosity.
  2. Adopt a consulting mindset, meaning listen more than talk.
  3. Express a willingness to work in a non-hierarchical organization.
  4. Connect with the recruiter and hiring manager.
  5. Show the ability to work with a diverse group of people. 

But I have to tell you, IMHO, the author blew it big time with the suggestion to “look the part”. [Warning: Rant Ahead]

No, the author didn’t suggest that we all start wearing hoodies and Allbirds. That being said, I felt even adding comments about department store styling services, buying some modern jewelry, and getting new eyeglasses were out of place. I thought the author negated all of the useful tips they shared by saying, “It’s not enough to showcase your knowledge, skills, and abilities. You have to look like you’ll fit in.”

As a human resources professional, here’s my two-cents regarding interview attire: You should be who you are. That includes wearing what you want. Wear what makes you happy, comfortable, and productive. My only advice for individuals about their clothing is wear what fits, make sure it’s clean, and don’t offend anyone. If you want to buy some new clothes because you’re looking for a new job, go right ahead. But do it for you. Not because some company – or writer –  says you need to. [Rant Over. Thanks for listening.]

I recently learned about a new term called “covering”. This is when organizations hire individuals because on the surface, they appear to bring diversity, but once the person starts, the new employee feels the need to “cover up” who they are to fit in. Take that principle to the interviewing process. If you have to cover up who you are to get a job, how happy are you really going to be once you get hired? I’m not just talking about clothes. 

Looking for a new opportunity is a long and sometimes stressful process. Do your homework on the companies you’re interviewing with. Make sure you feel you can be yourself there. Because that’s where you’ll be happiest and most productive. 

Image captured by Sharlyn Lauby while exploring the streets of Denver, CO