Harley Whaikawa’s Post

Described as working two remote full-time jobs at once, overemployment can absolutely accelerate your path to semi-retirement or full retirement. However, being overemployed isn’t easy, and it’s certainly not a lifestyle for everyone. Doing your research first is key to knowing if overemployment is right for you and how to approach it. If you want to enjoy the benefits of overemployment, without burning out, getting caught, or making financial mistakes, you must formulate a strategy.

The motion: we should end cliff-edge retirement and instead support those who want to continue working to do so on their own terms in order to remain financially independent, socially connected and fulfilled. #Workstyle Discuss! (Or in LinkedIn terms: Let me know your thoughts in the comments below...!) (Thanks so much for the interview on this very important subject Katherine S.!) #OlderWorkers #Inclusion #Retirement #Autonomy #DEI

Latest work trend for 2024 'unretirement' #unretirement

Have you heard of #Flextirement yet? This looks to be the #FutureofWork - or at least one key to it, especially as our Baby Boomers and GenX'ers are preparing to exit the work force en masse. A few quick things to know: 😎 What is Flextirement? It’s striking a balance between employees and employers as opposed to flipping the switch from employee to retiree. It allows employees the opportunity to semi-retire, never fully leaving their current job or finding a new opportunity but working in some part-time capacity. 😎 #Flextirees could focus on key initiatives, a project basis or a mentorship role. The concept allows companies to retain experienced and invaluable workers longer, so they can pass their deep knowledge on to others, mitigating catastrophic knowledge gaps and empowering the younger generation. 😎In many cases, employees could traditionally do their work as a 1099 consultant, but if they remain an employee, they can keep their benefits and maintain consistency while exploring the early days of retirement. 😎Flextirement would act as a new employee status. This would allow them to work part time but also enjoy their time off. Therefore, as workers come closer to retirement, they don’t have to abandon their careers and expertise to hit the pickleball courts. They can continue contributing to the company. 😎Flextirees can continue to further their career, challenge their mind and keep sharp as they transition into a more relaxed lifestyle. They’ll have more control over their work schedules and greater flexibility to work anywhere, prioritizing family, travel and more. 😎For employers, it creates a #competitiveadvantage for your company down the line. 😎What’s the ROI? Companies are getting very expensive workers at a fraction of the cost. They're working fewer hours, but the depth of experience and detailed knowledge which can be imparted is invaluable. We'd love to hear your thoughts on it. SOURCE: @FastCompany, Author: Neil Costa, CEO of @HireClix

10 critical factors to evaluate before selling your small business #ExitPlanning #Retirement #ExitStrategy

Flexible work in a phased retirement program: 1. Reduced Work Hours: - Allow the employee to gradually reduce their weekly work hours, such as transitioning from full-time (40 hours) to part-time (20-30 hours) over a period of time. - This can be done in incremental steps, such as reducing by 5-10 hours per week every few months. 2. Flexible Scheduling: - Offer the employee the ability to choose their work schedule, such as working fewer days per week (e.g., 3 days instead of 5) or having flexible start and end times. - This can provide more control over their work-life balance during the transition to retirement. 3. Compressed Work Week: - Allow the employee to work the same number of weekly hours over fewer days, such as a 4-day work week (10 hours per day) instead of a traditional 5-day work week. 4. Project-Based or Consulting Work: - Provide the option for the employee to transition into a project-based or consulting role after reducing their regular hours. - This can allow them to maintain involvement with the organization while having more control over their workload and schedule. 5.Remote or Hybrid Work: - Allow the employee to work remotely or in a hybrid model (a combination of on-site and remote work) to accommodate their changing needs and preferences. By offering a variety of flexible work arrangements, employers can better support the emotional and practical needs. Financially significant compounding in a retirement fund happen in the last few years before withdrawal start. A phased retirement arrangement can help an employee by postponing withdrawal or taking a reduced withdrawal that will usually lead to a significant increase in retirement capital available to the employee. Phased retirement can lead to a smoother and more positive experience for all involved.

The 1 reason your employees aren't motivated: You're giving the wrong benefit. Here's what NOT to say: "We have a retirement plan". "We have a health program". "We're flexible". Ask yourself, "Why would an employee care about this?" Would an hourly worker want a pension scheme? Would someone who doesn't exercise want a gym membership? NO. Here's what you SHOULD say: - "You'll work on advanced projects" - "You'll get to work remotely" - "You'll learn from the best in the industry" - "You'll have more vacation days than others" Paycheck = Motivation? No. Purpose + Growth = Motivation. Find their motivator and you'll have a motivated employee. Let's connect to discuss more

What is your focus as a people leader close to retirement? It would be natural to be thinking ahead of all the things you have always wanted to do if there were more time, capacity and money. And it would be natural to be thinking about the legacy you leave behind. This is one of those epic times of transformation in the human race when we are really examining leadership styles that create sustainable systems of support, safety and growth for our people. Remote working, return to office, neurodiversity, mental health, quiet/loud quitting, re-skilling, change fatigue and psychological safety are just some of the things our people are contending with in the workplace. And it's invading their personal lives and threatening their health at multiple levels. As we build or reflect on our legacy, maybe we all can think about our human sustainability footprint. Maybe we teach our people to balance purpose and profit so they may prioritize and lead differently.

Whether it’s a promotion, a department shift, or even preparing for retirement, employee transitions can be both exciting and challenging. As HR professionals, we’re here to guide employees through these changes, ensuring they feel supported every step of the way. Here are some strategies that work: Tailored Onboarding for New Roles: Just like new hires, employees transitioning into new roles need an onboarding process. Equip them with the resources, training, and introductions they need to settle into their new responsibilities smoothly. Skill Development: When employees move into new positions, they may require upskilling or training. HR can ensure they have access to workshops, courses, or mentors that help them bridge any gaps and succeed in their new role. Emotional and Practical Support for Retirements: Retirement is a significant life change. Offering pre-retirement counseling, financial planning workshops, and phased retirement options can ease the transition, ensuring employees feel valued and prepared for the next chapter. Regular Check-Ins: Employees in transition may face challenges as they adjust. Setting up regular check-ins with managers and HR to discuss progress, challenges, and additional support needs ensures they stay on track and feel confident in their new position. By being proactive in supporting employees through transitions, HR ensures the process is smoother, empowering employees to thrive in their new roles or next chapter. What’s your go-to strategy for supporting transitions in your organization? #humanresources #employeeengagement #transition #changemanagement

Are we missing a trick with the over 50s? I wrote about this last year, and with my own parents and in laws all going into retirement recently, I thought it was worth re-highlighting. Every day, I have conversations with clients about problems with people in their business or people they are trying to hire and it almost always boils down to attitude. There is an increasing frustration about the attitude towards work of people post Covid, and quite often, this is (unfairly) pointed as 'Gen Z are lazy'. Whilst that is a conversation for another day, why aren't we doing more to promote the role that over50s play in the workplace? Retirement can be great and can offer some fantastic benefits but there are so many people that aren't working that crave the structure, sense of belonging, financial reward and social connection that work can bring. A lot of people I speak to view their 50s and 60s as a critical time in their career - a time where for many, they have less caring responsibilities for their own children, and can further commit to their career. Over50s often have a better idea of who they are, their purpose and have the benefit of having been there, done that, got the T-shirt. This level of experience and wisdom can be hugely valuable in spotting potential problems before they occur, dealing with them when they do or quite simply providing a different level of resilience. In an era where many younger people are criticised for a lack of resilience, this ability to support younger team members and utilise this experience can lead to a strong work culture and better outcomes for your business. Age doesn't determine characteristics and we play a dangerous game by putting people in boxes, but we have to look at trends. In my experience, you will quite often get greater tenure, commitment and continuity from the over50s - quite often, they will have had good bosses, bad bosses, positive work culture, negative work culture, good pay and bad pay. Most of the time they have figured out what is really important to them in the workplace and the role that plays in their life and therefore, typically, you will get far better levels of retention. So, let's give more of a voice to the over50s. It is absolutely right that a lot of policy and press coverage is targeted towards young people, after all, we all have a responsibility to make sure the next generation is in a better place than us. But I think we are missing a trick with a generation of people that are often pushed into the background. Not only are creating opportunities for the over50s the right thing to do, but in my view, it will lead to a more productive, commercially successful and well balanced working environment that will benefit not only themselves but the next generation. #over50s #unretirement #workplaceculture