Incentive - July 2008 - (Page 35)

founder and chief executive officer at Career Systems International, of Sherman Oaks, Calif. Invite them to serve on a community service committee or chair your company’s next charity drive. F i l l t h e h e a l t h c a re ga p : Offer medigap insurance. The premium is less expensive than the cost of major medical, helps employees pay out-of-pocket expenses and relieves their anxiety over rising health care costs, says Alan Stafford, president of Stafford Speaking & Consulting Inc., in Charlotte, N.C. Tr a i n t h e m fo r n e w j o b s : Many have held the same job for years and want to explore different occupations. Be flexible by “Because of their knowledge of the hotel, there’s a pride factor for them in sharing their knowledge with younger generations.” —Rick Badgley, Wyndham Hotel Group training them for other jobs within your organization—even those who work part time. Otherwise, they may end up down the street, working for your competition. P l a c e t h e m i n t e a ch i n g ro l e s : While older workers enjoy learning, they also value teaching. One company conducted focus groups with workers over the age of 50. They believed their employer did not value them and felt a subtle pressure to retire. So the company offered them mentoring and teaching roles as a way of validating their knowledge, skills and experiences, says John Izzo, Ph.D., author of Values Shift: Recruiting, Retaining and Engaging the Multigenerational Workforce. “Turnover among the overfifties declined by 30 percent following the focus group and the implementation of some of their solutions,” he says. C re a t e n e w p o s i t i o n s : To retain valued staff, some companies also create new positions that incorporate teaching duties. For example, one company’s vice president asked a disenchanted sales manager—who was in his 70s—to deliver training to the region’s new hires. Not only was he successful, but he also “relished” his new role, which softened his approach with his direct sales team, says Sean O’Neil, principal of One to One Leadership, a management consulting firm based in Pelham, N.Y. Once senior executives learned of his success, they began seeking other semi-retired seniors as regional sales trainers. Likewise, Wyndham Hotel Group, a global franchiser of 6,500 hotels, helps its mature employees change positions when they can no longer handle the physical challenges of their job, says Rick Badgley, senior vice president of selection and staffing at Wyndham World- wide in Parsippany, N.J. Instead of sweeping the grounds or setting up meeting rooms, they can, for example, become a host or hostess, greeting guests and steering them to meetings or events at the hotel. Others may be placed in paid coaching or mentoring positions at the front desk or in sales. “We shift our budgets around to accommodate them,” he says. “Because of their intimate knowledge of the hotel, there’s a pride factor for them in sharing their knowledge with younger generations.” Meanwhile, Badgley says transportation is often a challenge for older workers. Although rare, he says the company has provided shuttle transportation to and from work for older workers. Plans are also under way to synchronize employee work schedules with local bus schedules and include hyperlinks in online job advertisements to local bus routes and schedules. Retaining older workers is rarely about money, Badgley says, citing results from a recent employee opinion survey conducted by his company that identified work/life balance, recognition and career path as the most important job factors. Compensation ranked fourth. He says older workers want to contribute, use their minds or intellect and be socially active in their community. “If we can accommodate their flex schedules and transportation, they can be vibrant, vital parts of our workforce,” Badgley says. s Send comments to feedback@incentivemag.com Consumers Employees Dealers Sales Team do you want to knock them off their feet? Motivate them all with the help of Sony’s Online Premium Incentive Resource Center. One simple click gives you complete access to the latest knowledge and must-have products to motivate each of your unique audiences, with: I Monthly updates on new and exciting program ideas I The latest product offerings from Sony I How-to guides for all of your incentive programs I Calendar of events to see Sony’s products visit incentivemag.com/sony Sony. A brand everyone knows for rewards everyone loves. incentivemag.com | July 2008 | Incentive | 35 http://incentivemag.com/sony http://incentivemag.com/sony http://incentivemag.com

Table of Contents Feed for the Digital Edition of Incentive - July 2008

Incentive - July 2008 Contents Editor’s Note: Accentuate the Positive In The News Cover Story: Three Profiles in Good Corporate Citizenship Case Study Incentive Interview Senior Secrets To Thine Own Self be True Incentive Primer Motivation@Work Travel News: Where To Go and What To Do Take the Spa Home Not the Only Game in Town Here and Now Writing and Desktop Gifts Watches and Clocks Gift Cards: Health and Wellness Incentives Good Health Is Not Its Own Incentive Advertiser Index Last Word

Incentive - July 2008

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