Career 2.0
FAQ
At the backdrop of chasing younger generation to fill outstanding job vacancies, retirees would present themselves as an alternate source. Elderlies would contribute from stability and interpersonal perspectives.
For large organizations, the insurance premium is based on the entire workforce, which at the present moment, is dominated by younger workers and hence the addition of a few dozens or even hundreds of aged workers would not be affect the insurance premium that much.
At this juncture of their “career life”, silver population comes across with good EQ and minimal upward mobility expectations from their new role. Once committed, elderlies bring with them not only their invaluable experience depth but more importantly their dedication and persistency pivotal to the company success.
Retirees are somewhat flexible with their compensation expectations. In exchange for a comparable salary level like their pre-retirement role, they value teamwork and pride while contributing back to the society at their senior age.
Equipped with many years of lifelong experience, older talent would be able to lead, coach and mentor the younger colleagues at a peer level. It will be a two-way street where different age groups could learn from each other while bringing the parties closer together.
Work is therapeutic, good for health and intrinsic to self-worth and self-esteem. During the retirement stage of one’s life, inactivity is one of the top causes of death. A disciplined lifestyle would go a long way in fostering a healthy and meaningful post-retirement route. Furthermore, mingling in a results-driven environment would leave the boredom and loneliness behind.
Flexibility at your “second career” is important. Whether it is part-time or full-time, one could schedule a suitable working schedule that fits into your daily routines and preferences. Of course, any work schedule deserves full commitment from the incumbent and hence total transparency is needed for the benefit of both parties.
To the extent possible, the employer of Career 2.0 should be equipped with the necessary infrastructure/system to accommodate older employees in the work environment. It is imperative for the individual to see it as a two-way street where learning and adjustment are mutual.
Money should never be the major reason for taking on Career 2.0. While one might not “need” the extra income, the point of the initiative is for the retirees to get back to an active working mode not only to alleviate the labor shortage problem we are all facing but to maintain a healthy and sustainable lifestyle after the retirement stage.
The employer has the responsibility to put in place measures catered for the older workers’ needs from a health and safety point of view. You will be fully covered by the life and medical insurance programs according to your employment status and company policy just like your younger colleagues.
Flexibility is key to the success of this program. While full-time employment is highly desirable, part-time engagement is not uncommon to some major industries in Hong Kong, e.g. F&B, hospitality, retail, etc.
It is expected from the employer to provide pre-employment training for retirees who are interested in switching career. There will always be a learning curve for someone who is new to the industry, young or old. Learning is fun for all ages.