Posted on October 10, 2016

As we pointed out last Monday, millions of workers, especially in the United States, are rapidly approaching retirement age, with many organizations facing the departure of upwards of 50% of their workforce in the next few years.  The Silver Tsunami.  After 40 to 50 years in the workforce, Baby Boomers are, as they might say in cowboy country, fixin’ to hang ‘em up.

Following all those years at work, this is surely a time of reflection, fulfillment, pride, and excitement; a time in which melancholy and joy are appropriately interwoven as one chapter ends and another begins.  This is certainly also a time when organizations shower their soon-to-be-retiring employees with heart-felt appreciation and affection in honor of a lifetime of service, dedication, and contribution.

Oh, if this were only true.

Sadly, our research refutes this feel-good scenario and paints a rather bleak picture of the experiences of a large percentage of pre- and post-retirees.  Our studies have shown repeatedly that many approaching retirement:

• Feel instantly ‘invisible’ and/or relegated to the status of ‘bystander’ – persona non exista, as some have called it – once they announce their retirement, as they are often no longer involved in discussions or decisions they had been part of only moments before their announcement of retirement.

• Believe that an entire career has been taken for granted by their organization, a belief validated by what many consider to be superficial, insincere ‘gratitude’ for their years of service.

• Perceive themselves to be undervalued and under-appreciated for the contributions they have made over an entire career, and

• Feel resentful and even hurt, by being so swiftly and effectively ‘cut out of the family’ upon retirement.

The sentiment that seems to summarize what many in the throes of the pre-and post-retirement experience:  After all these years, an entire career, that’s it?  Some cake, a few speeches, and a gift?  Where’s the appreciation?  The gratitude?  The respect?  I’ll try not to let the door hit me on the way out.

It should not be this way.  Our question: How can an organization truly honor its retirees?  For how an organization treats long-term employees before and after the last day of work provides vital information to those left behind and to those who might consider joining the organization. Information that can affect the sense of being valued by one’s employer.  Information that can also define the employer brand, so important to recruiting top talent to replace those who retire.  Being valued and having a vibrant employer brand are critical to the performance of an organization.  So doing right by those fixin’ to hang ‘em up and those who already have is very good business.

Time’s up.  More next week on why this is critical and what an organization might do to truly honor those who have given their all to the organization.