Jill Sweeney, Senior Manager – Worldwide Retiree Engagement for Hewlett-Packard (HP), shared with us some information about the company’s global outreach program with its alumni and retirees. It comes as no surprise that a core element of the company’s approach to two-way communications with retirees is largely digital – anchored around HP’s retiree-specific Facebook presence.

The explosive growth in popularity of this Facebook connection is largely influenced by Sweeney’s ear that is attuned to providing the types of information that retirees ask for – in conjunction with what the company otherwise makes available to them via more traditional methods. Things that are enabled or enhanced by this vibrant digital connection and that excite Sweeney are:

• Retirees’ very willing mentoring of younger HP employees
• An exceptionally strong HP brand ambassadorship program
• Voluntary congressional lobbying supporting HP with respect to issues such as patent reform
• Thousands of hours of philanthropy donated by retirees
• Green initiative participation
• Retirees’ rich content contributions that help other retirees

HP’s workforce is comprised of employees from five generations, as well as mature workers that have come from a variety of other corporate backgrounds via acquisitions (Agilent, Compaq, DEC, Mercury Interactive, etc.). To make the most of that blend, the company has both mentoring and “gentoring” programs in place. Through these programs, older workers teach younger workers, and younger workers teach older workers.  Everyone benefits. With HP’s alignment of learning and performance metrics, the message is also clear – employees of all ages need to sharpen and learn new skills to help the company compete.

With its emphasis on integrating the skills and abilities that all generations bring to the table, as well as amazing connectivity to its extended family of former workers, HP is poised to continually explore new and interesting ways to benefit from what mature workers have to offer. Other companies are also recognizing the importance of and proactively keeping the mature workforce engaged. AARP cites companies in the U.S. (2009 Best Employers for Workers Over 50) and internationally (AARP International Innovative Employer Awards) as best employers for the mature workforce.  A small sampling of just a few of the practices cited by AARP as being the basis for these AARP awards are:

• Intel (U.S.) – offers “risk management” classes for employees nearing retirement age as well as onsite financial planning workshops and health and wellness programs; rehires retirees.
• National Healthcare Group (Singapore) – offers pre-retirement planning services years before employees reach statutory retirement; has options for re-employing retirees, alternative work arrangements; in some locations as many as 90% of employees work past statutory retirement age – many of those helping to address shortage of healthcare workers in the nation.
• National Institutes of Health (U.S.) – offers both a gradual transition to retirement and a “trial” retirement program; offers temporary, consulting, contract, part-time and full-time opportunities to retirees.
• SC Johnson & Son (U.S.) – has its own learning institute for professional development and job training courses and a special LINK program that allows employees to take classes on their own time to develop skills or earn degree credit.
• Union Bank (U.S.) – offers extensive training and skills development (cross-training, job rotation) programs to learn new skills; flexible or compressed work schedules, job sharing, telecommuting, and phased retirement options are provided.

One or more of CPI’s New Horizons programs can serve as a catalyst to help you and your mature employees consider advantageous ways to remain engaged for mutual benefit.  For additional information about CPI’s New Horizons, wellness and team development programs, please contact CPI Twin Cities.