Money Archives – Unretirement Project

Organizations: Consider an Unretirement Employee Benefits Package

June 20, 2018 by Sharlyn Lauby Leave a Comment

I’d like to think that most of us have heard the statistics that people have the ability to live longer than ever. As a result, many employees want to stay in the workforce beyond the traditional retirement age.

But let’s face it, some employees aren’t prepared for retirement. Over the years, organizations have replaced pension plans with the 401(k). Those plans rely on employee contributions. And employees haven’t saved at levels commensurate with the loss of pension plans. So, some of the decision behind employees wanting to stay in the workforce longer is they need to stay in the workforce.

I recently ran across an article in Workforce Magazine titled, “Live to 100? Implications for Work, Employers, and Retirement”. The article goes into some details about why employees aren’t prepared for retirement, but it also suggests that organizations should consider providing resources to help workers transition into retirement.

As recruiting continues to be a challenge, it could make some business sense to create benefits programs for unretirement. Organizations want older workers to stay engaged and continue working. Employees want to contribute and save some additional resources for when they’re fully retired. The question becomes: What are the right benefits to offer? It can’t be things that jeopardize existing government programs. Here are a few things to consider (three of these you’ve probably considered plus one that might be a little ‘out of the box’):

Financial wellness programs: Organizations can make sure that workers are educated about their finances. They can prompt employers about extra savings opportunities under qualified plans and IRAs. Organizations can let employees sign up for automatic enrollment and savings plans. And offer financial counseling for employees approaching retirement.

Flexible scheduling: Employees like time off. Organizations can provide employees with part-time, seasonal, on-call, and contract positions. Older workers can reduce their hours gradually, which allows them to adjust their budgets accordingly. Organizations can use this planned reduced scheduling arrangement to create knowledge management programs and keep valuable historical and technical information.

Learning opportunities: Both employees and employers want this phased retirement strategy to work. Part of making it successful is keeping skills current. Just because an employee transitions to part-time doesn’t mean the company should stop making investments. The goal of this arrangement is for the company to benefit from the employee’s work and the employee to benefit by contributing longer. That happens when employees receive training.

Redesigned traditional benefits programs: There’s no reason that organizations can’t offer some sort of benefits package that is commensurate with the reduced hours that the employee is working. Sometimes we simply assume that only full-time employees are eligible for health care, wellness, disability, etc. Maybe it makes sense to include some of your organization’s unique perks like retail discounts or special services.

I’m hearing an increased number of organizations asking, “We have a lot of workers getting ready to retire. We need them to stay. We don’t have candidates to replace them. How do we do that?” The answer is start creating a benefit package for employees transitioning to unretirement. Talk with them. Find out what they want. This is exactly what organizations do to attract full-time employees.

Part-time positions are just as important as full-time work. It’s time to place some dedicated energy to creating unretirement jobs that can bring value to the organization.

Image captured by Sharlyn Lauby on the streets of San Francisco, CA

5 Unretirement Skills That Everyone Needs

June 6, 2018 by Sharlyn Lauby Leave a 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 3 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

What We Are UP To – March 2018

March 28, 2018 by Sharlyn Lauby Leave a Comment

Watching | Learn@50+

> Did you know that AARP members have access to an online learning library? Their course catalog covers everything from how to back up your iPhone or iPad to an interactive video focused on the age you should consider drawing Social Security. I’ve signed up for a couple of career related webinar sessions to see what they’re all about. Stay tuned…

Reading | Online Comics

> Keith and I stopped subscribing to the newspaper years ago, but one of the things we miss is the comics. It always feels nice to start off the day with a laugh. Well, did you know that you can get your comics online? We’ve found two sources: GoComics and Comics Kingdom. They’re cheaper than a newspaper subscription and you can even get some classic comics like Funky Winkerbean and Beetle Bailey.

Remembering | All the Houses

> We recently organized our photo collection as part of our upcoming move. It was very cool to see pictures of all of our homes together. And even though they were in different cities, how similar they were in terms of style and color. As much as we might change as individuals and even as a couple, some things stay the same.

Working On | A New Look for Unretirement Project

> Now that the blog is a year old this March, we’ve been working on refining our brand a little. Over the next few weeks, you’ll see some subtle changes. One thing I’m very excited about this the new banner and avatar on our Twitter account. If you’re on Twitter, I hope you’ll follow us at @UnretirementPro.

Feeling | Exhausted

> Thank goodness we’re done with all of the decluttering around the house! Now it’s all about getting the house ready to put on the market. Rearranging furniture, taking down personal stuff, and staging the house. It is kinda weird seeing your home without any mementos, pictures, etc. But March is the time for us to focus on our next adventure.

Planning | Taxes!

> It’s that time of year – March quickly brings April taxes! Getting our files together, meeting with our accountant, filling out forms. When we started consulting, Keith and I made the investment into getting an accountant. And I mean it when I say it’s an investment. If you really want your accountant to help you, they have to get to know you. It’s an investment of time (and money) so they can help you plan and file your taxes.

Loving | Speidel Twist-O-Flex

> My dad had a Speidel Twist-O-Flex band for his watch. I might have even had a Twist-O-Flex band for one of my first watches. Well, now I have a Twist-O-Flex for my Apple Watch. Yep, Speidel is making their famous Twist-O-Flex bands for Apple Watches. I love the juxtaposition of a high-tech watch with a retro band.

Geeking | Amazon Services

> I’d like to think that everyone has ordered something on Amazon at some point. But did you know that you can now order services (like house cleaning) via Amazon?! We saw a deal for a full-day (6+ hours) of house cleaning and decided to give it a try. Keith is an excellent cleaner, but he wanted a little something extra before we put the house on the market. If they do a good job, we’ll try them again when we move into our rental in Gainesville.

What’s UP with you?

Image captured by Sharlyn Lauby while exploring the Wynwood Art District in Miami, FL

How to Start a Blog In Your Unretirement

February 14, 2018 by Keith Lauby 2 Comments

Blogging started back in 1994. At that time, they were mostly the work of a single individual about a single subject. In 2017, it’s estimated there are more than 440 million personal and corporate blogs in existence. And they cover far more subjects that we can even begin to imagine.

Blogging can be a very satisfying pastime. Sure, there’s a learning curve – just like there is for everything. But today, it’s easier than ever and there are plenty of resources to help you along the way. Done right, a blog can even be monetized to provide a source of revenue in your unretirement.

If you are considering blogging, there are 5 things I would recommend giving careful thought:

Think about the platform. There are many places to blog. Sites like Google’s Blogger have been around since 1999. In recent years, Tumblr has become extremely popular. This blog (and our first one, HR Bartender) are on a self-hosted WordPress site and it has worked very well. Just do your homework about what platform you want to blog on.
Figure out why you want to blog. Maybe it’s because you have something you want to say. It might be to find clients for your consulting business. Or to directly make a little extra money. But it’s important to know why you’re blogging, because it will drive other decisions along the way.
Never say never. Be open to opportunities as they arise. The reasons you blog may change over time. Just understand how that change impacts other aspects of blogging. For instance, if you just blog for fun, you can immediately publish whatever comes to mind. If you want to monetize, your readers and potential sponsors may have different expectations.
Carefully choose your blog’s name because, no matter why you blog, you will need to market So, develop a name that helps you accomplish your blogging goals (see #2). Just remember, it can be very hard to successfully change your blog’s name and rebrand down the road.
Think about how much time you want to spend. Blogging can sometimes take a lot of work. You might start off slow – maybe once a week. Then put yourself into the shoes of your audience. Knowing what your audience wants is important when deciding how long a post should be or how frequently to publish.

Don’t worry, these considerations aren’t designed to scare you. Taking a little dedicated time on the front end should help eliminate a few frustrations down the road. And, if you’re curious why the list has little to do with writing, it’s because we all have something to say. That part you’ve already taken care of!

Do you have any questions about blogging? Let us know and we’ll try to answer them!