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People Management
Help workers adjust to their new reality
By Sean Neumayer
What a difference a little time and a lousy economy make when it comes to planning for staffing needs!
Wasn’t it just a couple of years ago that the media bombarded us with constant advice on how to survive the impending mass exodus of seniors and aging Baby Boomers? Warnings of looming employee deficits, shortages of experienced personnel, and the likely inability to keep up with client demands permeated the Internet, newspapers and magazines.
Today those warnings seem painfully ridiculous—a world away from the very barren business climate in which we now find ourselves.
The fact is that the mother of all recessions has delayed many seniors’ and Boomers’ retirement plans by at least three years, leaving managers and agency owners with an unanticipated number of tethered-to-their-job older workers. A major dilemma now is how to keep younger workers satisfied, patient and willing to stay loyal to their workplace until older workers finally can afford to leave.
Because of this, communicating effectively with each member of your agency team is more important than ever. Having a clear understanding of and empathy for your older workers’ financial setbacks as well as your younger workers’ now seemingly stymied career track is crucial.
Certainly no one is where he or she expected to be. Most seniors assumed they’d be basking in the pleasures of their golden years. Boomers banked on early retirement. And younger generations figured they’d be more highly ranked, calling the shots from impressive corner offices by now.
So what can you do to help workers readjust to their disappointing reality? Stay positive and educate yourself on whatever truly motivates the individuals on your team. Keep in mind, though, that not everyone will respond to your ideas, discussions and direction in the same way.
Be ready to praise, reward and recognize good work. Instill a sense of harmony and purpose. Discuss career goals with younger workers, and be sincere and clear about your desire to help achieve them. Cross-train or offer new responsibilities that will keep the next generation of insurance superstars challenged, enthusiastic and loyal.
Eventually, seniors and Boomers will get to enjoy what they so deserve—retirement! Then you’ll need both Gen X and Gen Y to step in, assume leadership roles and lay rightful claim to that now-so-elusive corner office.
The author
Sean Neumayer has been a consultant with the Omnia Group for more than 10 years, helping agencies in several facets of selection, management, and retention of key employees. He also speaks to insurance groups regarding best practices. His contact information is (800) 525-7117, Ext. 1242.
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