#DearHR – How can seniors be helped in their transition to retirement?

Disclaimer: The views and opinions expressed by the author(s) do not represent the official position of Barbados TODAY.

By Carol- Ann Jordan and Jacqueline Belgrave

I am in HR and I am concerned about an employee who has been with our company for just about 40 years. He loves what he does and has been in the position he holds for quite a while. He should have proceeded on retirement last year but at the time he asked if he could stay on while the company found a suitable replacement who could take up the position. Quite recently we have been able to recruit someone who is quite knowledgeable in the same area. Now he is asking about the possibility of working another year. I can see that he is not yet mentally ready to leave and, after 40 years, I thought he would be excited to go. How can I help him transition to retirement?

As HR Practitioners, when assisting our employees to prepare for retirement, we often focus on ensuring that they are fully aware of what is needed to safeguard their financial needs. However, while financial security is important, we often neglect the fact that employees must also be emotionally prepared for the transition to retirement.  The adjustment to this new phase of their lives can be quite a challenge for some employees, especially those who identify themselves through their careers and who see their jobs as extensions of themselves.  

The situation you have highlighted is one which strongly reinforces the need for employees to be fully prepared (emotionally and financially) for the changes that this new phase of their lives will bring. Retiring is a mental (psychological) process and the transition from “working life” to a “life of leisure” can be more difficult for many than anticipated. It is a transition to which an individual can need time to adjust before becoming comfortable and there is no fixed adjustment time. Individuals are different and, as a result, the periods of adjustment will also vary. Since the transition itself can evoke a range of emotions including loneliness, sadness, and depression, individuals must have some idea of what they are going to do with the free time on their hands to minimize potentially negative emotions. 

At retirement, an employee will be walking away, not only from a regular source of income, but also from an established social circle (friends, coworkers and other stakeholders with whom (s)he frequently interacts) and a routine which has been followed for his or her entire adult life. This too can elicit a sense of grief or overwhelming loss, as the comfort and security of the routine is replaced by uncertainty about the future and what it will hold.

Your employee needs to be counselled through this process and, if you are uncomfortable doing this yourself, you may need to consider engaging the services of a resource person who is trained in offering this kind of assistance. In practical terms, it may be helpful at this stage to consider reducing the number of hours he is required to be at work so that he begins to gets used to the idea of not always being there. At the same time, the employee needs to be assured that retirement from the work force does not mean retirement from a purposeful life. He should be encouraged to devote some of the available time and effort to activities that promote a sense of purpose. Volunteer work is one such option. Alternatively, as a resident expert in his area of work, he may be encouraged to consider opening his own business and offering his services to smaller local businesses which may need his talent and expertise.

Certainly with the appropriate guidance, your employee will come to appreciate that, as with many things, retirement too can require some adjustment and its benefits are not always apparent immediately. It is important for individuals who are planning how they would like to spend their time during retirement to be reminded that their plans can be modified over time and as circumstances change. This means that the activities in which they become involved at the start can evolve over time. This assurance can certainly result in retirement being more satisfying as opposed to arousing anxiety.  

In the future then, in the same way that employees in your workplace are formally encouraged to pay attention to their financial security, you may want to ensure similar attention is paid to their emotional security. Starting at least one year prior to their retirement date, support should be provided to assist employees to:

Plan what they are going to do with their time. This is especially important for persons who have been working hard and working long hours since these employees are unlikely to have had the time for developing or pursuing hobbies.

Start thinking about a hobby or interest that they would like to pursue.

Establish a new circle of friends, since their social circle will get smaller when they leave work. 

Maintain a positive mindset. 

Get a firmer grasp on the use of computer technology since, through its use, individuals can keep in touch with family and friends all over the world and can develop many different interests.  

Ultimately, reaching the stage of retirement is an absolute achievement in a person’s life which ought to be celebrated. We trust your company will help your employee to recognize this and assist in making it memorable for him. 

About Lifeline Labour Solutions: Lifeline Labour Solutions is a boutique partnership providing people management solutions to workplace challenges Partners Carol- Ann Jordan and Jacqueline Belgrave are established practitioners with a wealth of knowledge and experience in Employment Relations, Labour Relations and Human Resource Management between them. Email: info@ lifelinelabour.