Careers Archives – Page 3 of 8 – Unretirement Project

5 Unretirement Skills That Everyone Needs

June 6, 2018 by Sharlyn Lauby 1 Comment

I was reading an article in Workforce Magazine titled, “Meeting the New Faces Who are Shaping Employee Retirement”. It’s an interesting read you might want to check out. My takeaway from the article is that employees thinking about a phased retirement strategy need to start thinking about the skills that they will need to make this transition. So, I decided to come up with a list.

This list isn’t just for individuals. Organizations looking to build a phased retirement strategy and encourage employees to transition from full-time to part-time could use this list to develop a training program that will help employees get those skills.

Financial wellness: Let’s face it, money is a consideration when we’re talking about any employee transitioning from full-time to part-time. Budgeting is an important skill. In addition, there are opportunities to educate workers on retirement programs, government programs, and the timing of benefits so employees maximize their earning potential.

Time management: One of the reasons that organizations are becoming more open to phased retirement strategies is because they need employees. Which means they need productive workers. Employees need to be prepared to be productive in a part-time status. That involves managing your time well. If employees haven’t had to worry about deadlines and project plans for a while, it might be time to get some training in that area.

Wellness and well-being: Another moment of reality we must face is that as we get older, we must think about our health. Possibly more than we did when we were younger. Both organizations and individuals should think about the opportunities available to educate about being proactive with our health – exercise, nutrition, mindfulness, etc. We will be able to work longer if we’re physically and mentally capable.

Technology: You knew technology would be on the list. But I’m not talking about “how to learn Facebook” type of technology, although that’s important. Employees considering phased retirement could be asked (or make the request) to do remote work. This means employees need to know about computer security, basic troubleshooting, logging into networks, etc.

Mentoring: Employees need to be realistic and realize that at some point they won’t be working anymore. And that the organization would like for your knowledge to be passed along to another worker. One way to do that is through a mentoring relationship. But being a good mentor takes some skills – good communication, patience, etc. It would be a win for everyone to teach employees how to be good mentors.

Phased retirement strategies – whether they’re initiated by the organization or the individual – need preparation. They will be successful because employees are prepared for the reduced income, schedule change, new responsibilities, and more. Learning and development programs can help employees get ready.

Image captured by Sharlyn Lauby in Las Vegas, NV

Retirement: Should We Focus on Age or Finances

May 30, 2018 by Sharlyn Lauby 2 Comments

I ran across a very interesting CareerBuilder survey recently which indicated that 53 percent of workers age 60+ are postponing retirement. Four in 10 workers (40%) said they don’t anticipate retiring until age 70 or older.

At first glance, I thought this could be very good news. Employees might feel engaged in their work and feel no need to retire. Organizations could be thrilled that workers with skills and knowledge are staying in the workforce and they aren’t facing labor shortages. Unfortunately, that wasn’t the reason that CareerBuilder cited in their survey.

The survey said that workers were postponing retirement because they were unsure about how much money they needed to retire. When asked how much money workers think they’ll need to save in order to retire, they said:

Honestly, I wasn’t very surprised by these numbers. According to the latest findings from the Federal Reserve, nearly half of Americans don’t have enough cash on hand to cover a $400 emergency. If that information is true, then it’s not surprising that people don’t know how much money they need to retire.

Even if we’re relying on Social Security (and many of us are), it’s important to start working on our financial plan for retirement. The CareerBuilder survey said that only 1 in 4 workers contribute to a 401(k) or retirement type plan. Again, how will we know what it takes to retire if we aren’t saving?

It also raises the question; how will we know when we are ready to retire? Is it when we turn a certain age OR when we have the money? More importantly, what will we do if the answer isn’t in our control. For example, what if our physical health requires us to “retire” before we have our financial plan in place?

I’m not sure that I have all the answers. But I do know these are questions that we have to start asking ourselves. How will we know when we’re ready to retire? What’s the measurement? And once you determine that, do you have a plan in place to get there?

Image captured by Sharlyn Lauby in the Wynwood District of Miami, FL

More Individuals Are Choosing Freelancing in Semi-Retirement

May 23, 2018 by Sharlyn Lauby 5 Comments

I ran across an article recently on LinkedIn talking about the latest statistics for the gig economy. It’s worth checking out. My takeaway from the article is that an increasing number of Baby Boomers in senior level roles are opting into freelancing or consulting as a transition to their semi-retirement.

Think about it. Instead of going from a regular full-time job to retirement, individuals are making several smaller moves toward retirement. Full-time job TO full-time freelancer TO semi-retirement THEN unretirement AND retirement.

The good news is that I believe organizations are very open to this type of new career transition plan. Granted, it’s very different from what they’ve done in the past. And, it will probably involve some sort of trial and error in terms of getting the conversations right with employees and coordination in making it happen. Nonetheless, I think with the challenges that companies are having in finding and keeping talent, it makes a lot of sense.

But for individuals looking at the next decade of their careers, it means they need to think differently too. It’s a big enough decision going from full-time to retired. Now, we’re talking about several small moves, all of which need some level of planning.

We should start thinking about career transitions earlier. You can’t just flip a switch and become a freelancer or consultant. It’s true that you would have the knowledge and skills to do the work. And it’s pretty easy to set up a home office. The part of freelancing and consulting that takes time is building a network. So, if consulting is in your future, you must start building the marketing plan.

Lifelong learning has never been more important. When you become a freelancer or consultant, you are in charge of everything. If you’re used to calling the technology department every time your computer goes on the fritz or having someone proofread all of your communications, those things go away when you leave Corporate America. Sure – you can hire someone to help you but that can get pricey.

It will be necessary to financially plan for these transitions as well. Freelancing can be terrific in terms of having time to travel, pursuing a hobby, or spending time with family. On the other hand, freelancing means you’re responsible for all of your income, including benefits like healthcare and vacation. So, moving to a lifestyle where you have more control also means you’ll want to make sure you can afford it.

One of the ways that individuals can transition toward their retirement lifestyle is by spending some time as a freelancer or consultant. Organizations seem to be very willing to consider these arrangements. But it needs to work for everyone. Companies want individuals with knowledge and skills. Individuals want flexibility and fair compensation.

To make this successful, both companies and individuals will need to start planning earlier and communicating more often.

The Time to Set Retirement Expectations is NOW

May 9, 2018 by Sharlyn Lauby Leave a Comment

There’s a statistic from Pew Research that says 10,000 people a day are turning of retirement age. That doesn’t mean they all leave the workforce at that time, but that they’re eligible for “retirement benefits”. And organizations need to get ready for what’s being termed a “silver tsunami” of older workers leaving the workforce.

This should be a concern to companies. According to the Society for Human Resource Management, 68 percent of employers are having challenges finding qualified talent. Companies need employees to grow and deliver a return-on-investment (ROI) to stakeholders (whether those are internal or external).

Over the last decade, many Baby Boomers lost a piece of their retirement nest egg due to the Great Recession. Many have recouped those losses or learned to live without. At some point, they will decide they need to retire. Meanwhile, organizations cut back on employee benefits and investments (like training) so workers are behind in skills development.

The reason I’m bringing this up is because I believe all of these factors: an aging workforce, the Great Recession, lack of companies making training and development investments, etc. has created a bit of a retirement crisis. Do workers have the resources to retire? Do companies have plans in place to handle the exodus? For a long while, I thought I was the only person thinking about this and then I received my latest issue of Workforce Magazine. The entire issue was dedicated to the retirement challenge.

Yes, an HR magazine totally focused on retirement. One of the articles that caught my eye was “Remodeling Retirement for the 21^stCentury”.

This tells me that companies have a lot of work to do. If they want to keep older workers around longer, they need to become more supportive. Companies need to make training and development a priority, so workers feel they can successfully do the job (and don’t feel like they’re being left behind). They need to set expectations about what (if anything) they will do as an employer to support the transition from full-time to retirement.

Employees also have an obligation. They need to be open to change, including learning new skills to stay relevant in the workplace. They need to understand their benefits, so they can properly leverage them. I can’t tell you how many times employees didn’t read or attend benefits meetings and then were upset to learn that their benefits weren’t what they expected. Employees also need to communicate with the company their retirement plans so management can support them.

I can’t deny that over the past few decades an increasing number of employers haven’t thought about retirement. They’ve eliminated retirement benefits and told employees that they’re on their own. Well, it’s time for organizations to refocus. I’m not saying that companies need to go implement the old retirement pension, but they do need to set expectations with employees – of all ages. And they need to keep in mind that older workers might be positioned to give them 5-7 years (or longer!) of fabulous work.

Employees at every age are thinking about their retirement and what’s it going to look like. If people and organizations don’t start setting expectations, everyone will be disappointed.

Image captured by Sharlyn Lauby near Waikiki Beach in Honolulu, HI

Phased Retirement: Be Prepared to Initiate the Conversation

April 25, 2018 by Sharlyn Lauby 1 Comment

I ran across an interesting article recently in Workforce Magazine titled, “Phased Retirement Largely Ignored Despite Flood of Retirees”. The title says it all. Organizations don’t have structured phased retirement programs in place. Frankly, a lot of organizations don’t have structured retirement programs.

But I don’t believe this trend of not having phased retirement programs is going to continue. And I don’t feel that employees have to wait around for such retirement programs to get created. Some of the work may actually happen organically.

Organizations continue to struggle finding qualified talent. The job market has shifted in the candidate’s favor. For individuals looking to stay in the workforce longer, those opportunities exist. According to an article from the Society for Human Resource Management (SHRM), the number of employed older Americans has increased by 35 percent over the past decade. This is due in part to increased longevity, which means that people need to finance a longer retirement.

So individuals and organizations have the opportunity to create a win-win where work, phased retirement, and retirement are concerned. Older employees can stay in the workforce longer to build up additional resources for their retirement.

Then, organizations and employees can work together to create an interim step (aka phased retirement). But here’s where I think the challenge lies. I’m not sure phased retirement programs have a lot of history or established best practices. As we learned from my interview with Joyce Maroney from The Workforce Institute at Kronos, phased retirement isn’t simply “going part-time”. It involves communication, planning, and training.

Both employees and organizations need to be willing to initiate the conversation about phased retirement. They need to be open to the notion of doing a trial run or beta arrangement. And then, they have to debrief their experiences to make the next time better.

Yes, phased retirement is exciting and fun. It’s also a business decision. And as employees, we should be prepared to wear both hats. There must be a balance between “I’m looking forward to working less and relaxing more.” AND “I need to have a role that brings value, even if it is part-time.” I absolutely believe it can be done. And we have the skills to make it happen. We just have to be prepared to start the unretirement talk.

Speaking of skills, if you happen to work for one of those companies that might be looking to create a few phased retirement test cases, please note a couple of paragraphs earlier when I talked about what individuals and organizations need to do: initiate conversations, openness to a trial, and debrief experience. What I’m getting at is that being a part of a phased retirement program involves good communication and feedback. Don’t expect the other person or someone else to do all the talking.

Phased retirement programs benefit both employees and employers. IMHO, organizations would be well-served to implement a few test cases before adopting a formal phased retirement program. But that means managers and employees need to be willing to communicate their plans and goals, share positive and negative feedback, and remain committed to doing what’s right for everyone involved.

Image captured by Sharlyn Lauby somewhere off the coast of Miami, FL

What We Are UP To in April 2018

April 18, 2018 by Sharlyn Lauby Leave a Comment

Disclosure: Occasionally we receive free products for review or include advertising links in posts, but no one impacts the honesty of our opinions.

Watching| The Perfect Scam

> Remember the movie “Catch Me If You Can”? Well, fraud expert Frank Abagnale is collaborating with AARP on a podcast series about America’s biggest scams. The series is designed to educate listeners on how scammers operate. I’m looking forward to listening in April…

Reading| About GDPR

> Just in case you missed it, back in 2016, the European Union passed the General Data Protection Regulation (aka GDPR). It’s scheduled to go into effect next month. Whether you live in the U.S, Europe, or another country, this law will have an impact on our data, privacy, and security. It’s worth paying attention to.

Remembering | Las Vegas

>I love visiting Las Vegas. It’s such a vibrant city. Lots of great food, dynamic shows and entertainment, and great people watching. But Las Vegas today is so different than Vegas decades ago. It’s fun to see the history of the city and tour places like the Neon Museum to remember the past.

Working On| Book Marketing

> My third book, “The Recruiter’s Handbook: A Complete Guide for Sourcing, Selecting, and Engaging the Best Talent” was just released earlier in April at the Society for Human Management (SHRM) Talent Conference. So, we’re in full book marketing mode – writing articles and doing interviews. It’s very exciting.

Feeling| Ready

> We’ve been planning this move to Gainesville, Florida for well over a year. It’s nice to see positive movement toward our goal. I’m looking forward to doing some exploring in Gainesville and getting to know the city. And as much as I’ve liked living in Fort Lauderdale, it’s time.

Planning| Self-Care

> With several weeks of travel ahead (along with our move), Keith and I realize that taking care of ourselves is important. It could be a small as taking a few moments to play a favorite tablet game (We both like Bejeweled Blitz.) Or planning a trip to get in some serious rest and relaxation once this April move is behind us.

Loving| Cold Brew

> You guys know I’m a huge tea fan. But when it comes to a cold caffeinated beverage, my favorite is cold brew. I was recently in Portland, Oregon and got my fill of Stumptown Roasters. Luckily, I don’t have to wait for trips to Portland to get Stumptown – it can be found at the grocery store.

Geeking| Jigsaw Puzzle

> Growing up, I enjoyed jigsaw puzzles. For birthdays and Christmas, my father would give me jigsaw puzzles. We would always have a table in the family room with a big jigsaw puzzle on it. Now that I’m grown, I’m less inclined to do physical puzzles, but I have a jigsaw puzzle app. I can pick the puzzles I want, the number of pieces, etc.

What’s UP with you?

Is It Safe to Use Social Media for Marketing in Unretirement

April 11, 2018 by Keith Lauby 2 Comments

By now, we’ve all seen the articles about Facebook and their use of user information. It has caused a number of users to delete their accounts. Some brands are doing the same. So, I thought it would be a good time to talk briefly about online privacy and social media.

Over the years, social media has become an integral part of our lives. We engage with family and friends on Facebook or our business associates on LinkedIn. Or we monitor trending stories and its entertaining commentary on Twitter. The question people are asking – is our information safe?

Recently, I wrote about using Facebook to help with marketing in unretirement. For years, I’ve used Facebook for my marketing and I will continue to do so, simply because there are more advantages than disadvantages – as long as you’re smart about it.

First of all, know and understand your privacy settings. Every social media site has them. I recommend spending some dedicated time getting to know how every type of social post is handled. Can everyone see it? Only friends? With Facebook, you can start by seeing how others view your page. Click on your profile and, in the bottom right corner of your cover image there are three dots – that’s an extended menu. Click on it and select “View as . . . “.

The difference may be subtle, but you will notice a prompt to send yourself a friend request and an “Add Friend” button. You’re on the right page! From here, carefully read over your Intro box. Does it have the right information? Is it sharing information you don’t want to share here? Any changes in your information can be made using the “About” tab (be sure to quickly click on your profile again first to get back to interacting as you). You should select each heading listed on the left side of your profile and make any edits in the field as needed.

After you confirm your information is correct, it’s time to focus on your privacy settings. On the far right at the top of your Facebook page is a down arrow. Click that and select “Settings” from the drop-down menu. Select “Privacy” on the left to confirm your settings and edit them as needed. After that, select Timeline and Tagging on the left. That will give you a breakdown of your posting types and who can see them. From here, you can select “Edit” for each type of Facebook action and select who can see them from the drop-down menu.

Every social platform has their own version of a privacy setup. Get to know them! In fact, it’s a good idea to schedule an annual social media audit because sites tend to fine-tune their settings over time.

Social media is, and will continue to be, a major force in shaping our communities and culture. It offers vast opportunities! So, don’t be afraid to take advantage of everything it has to offer. Be smart and be aware. And, above all, be safe. It’s really not that hard to do.