Arundhati Ramanathan’s Post

EXTEND THE CAREER LONGITIVITY OF YOUR “IN 40s” GENERATION Extending the longevity of your 40 something talent is pivotal to organizational growth . The “GEN X” is seething , un-noticed, as organizations invest heavily in the retention and productivity of the younger generations at work. I have often written about my focused research on THE LOST GENERATION – parts of which can be read here – https://lnkd.in/giSYG-mu But what can organizations really do to drive retention and re-engage this workforce ? Here are my top 3 votes :- (1) RECOGNISE THEIR CHANGING IDENTITIES and allow for space for rediscovery: At home they are “defining” themselves beyond their roles of spouse, child and parent , asking the most important questions around “ who am I ?” . There is a selfish aroma to this as they fight to get attention back to their own interest and hobbies . At home, they are questioning relationships and resetting boundaries – at work they are doing the same – albeit differently – the question of “who am I” is reflected as “Why am I doing this ? what is my purpose”. Clearly , for many GEN X , money has seized to be a motivator or a requirement. (2) GIVE SABBATICALS for rejuvenation and re-evaluation: Allow the time and space they need for discoveries and for resetting how they want to organize their life and priorities . Given the hustle of daily routine, there is little time they have to pause for that physical, mental and spacial re-set . They need time to start that hobby, to re-skill, to read, to readjust their time , to think about the meaning of work. Instead of losing them to the strict 9-5 (+ extended hours) , retain them by offering time-off. Do not expect the same person to come back after this 😊. A new person will return – a person who now know how he/she wants to be a part of your organizational goals. (3) CUSTOM DESIGN ROLES that harness their expertise : Be willing to define roles and hours that are at the cusp of their needs and yours , especially if you know that the person’s skill/ experience and expertise is priceless and if their sense of your product/market/culture is unparalleled. The beauty of todays world is the ability to flex all formats of employment . Thank you Arundhati Ramanathan for writing on this very important topic #genX #generationsatwork #psychology #psychologytobusiness #midcareercrisis #midlifecrisis #leadership

“Who says you can't be a researcher, mentor, entrepreneur, and advisor – all at the same time?” asks Sumit Ghosh, a 55 year old WisGen. He left his corporate life at 53 to embrace a portfolio of passions. Sumit is now rewriting the rules of retirement, proving that careers are anything but linear. "I removed the word 'retirement' from my dictionary," he adds. The Ken and Vanita Bhatnagar (She/Her) have published an insightful article that delves into the evolving landscape of retirement and work. The Shifting Landscape: As the world of work evolves, so too do the aspirations of GenX. The article also ponders over two important points surrounding this; - The Unwillingness to Retire: A survey by The Ken reveals that over 80% of individuals over 50 desire to continue working in some capacity. Whether driven by financial needs, a thirst for knowledge, or a simple unwillingness to slow down, GenX is challenging traditional notions of retirement. - A Demographic Reality: India's changing demographics are also playing a role. Vanita Bhatnagar, in The Ken article, highlights the decreasing fertility rate and increasing longevity – factors that are leading to a smaller working-age population and a growing number of individuals seeking fulfilling work later in life. Through the stories of Sumit Ghosh and Shyam Sundar, members of our WisdomCircle community, they illuminate the concept of "forever employability.” To summarize, As corporations end up competing for a limited talent pool of overworked middle-aged professionals, the need for looking at leveraging expertise of retired professionals is more pronounced now than ever. The full article is a must-read for anyone interested in the AgeTech space, career transitions, and the changing face of retirement. You can read it at the link below and share it with people who are redefining retirement! https://lnkd.in/gQ8Bvn2G #RedefiningRetirement #ForeverEmployability #GenX #WisGen #AgeTech #CareerTransitions #WisdomCircle #TheKen #ExperiencedTalent #FutureOfWork

At WisdomCircle we are often asked why do retirees want to come back to workforce, what are their motivations, and how do they contribute? Thank you for Vanita Bhatnagar (She/Her) & The Ken for answering these questions and featuring insights from the work we do at WisdomCircle!

*One Day You will face this then what?* Indian work culture is not conducive for a healthy work environment after retirement. The prevailing work culture presents several challenges that affect the creation of a healthy work environment for retired individuals. Reasons for this are: 1. Limited Retirement Plans: Unlike some developed countries where retirement benefits and post-employment assistance are well-established, Indian employees often face uncertainties regarding financial security and healthcare after retirement. Without adequate plans for pension, healthcare, and other benefits, retirees face unnecessary stress and uncertainty. 2. Lack of Reemployment Opportunities: Companies tend to prioritize hiring younger employees due to the conventional belief that they are more adaptable and possess the latest skills. Consequently, retirees face difficulties in finding meaningful employment, leading to feelings of isolation, decreased self-worth, and a loss of professional identity. 3. Ageism and Discrimination: The Indian work culture, influenced by age-old beliefs, tends to have biases against older individuals. Ageism in the workplace is a reality that retired employees face, hindering their prospects for continued professional engagement. Stereotypes associating old age with reduced productivity, adaptability, and tech-savviness often exclude experienced individuals from contributing effectively to the workforce. 4. Lack of Mental Health Support: As retirees transition from an active work-life to an entirely different routine, they may experience emotional challenges such as loss of purpose, social isolation, and a sense of loneliness. 5. Inadequate Work-Life Balance The absence of a healthy work-life balance during active employment further affects retirees' ability to adapt to a more balanced routine, leading to potential difficulties in adjusting to retirement. Don't depend on service rather design your earnings by having a business plan however small it may be.

Long Life Longevity and its Impact on Organizations Life expectancy in India has increased by 11 years since 1990, and it continues to grow. Recently, I came across an interesting article about the Indian Institute of Science (IISc) actively working on promoting healthy aging in India by focusing on increasing the health span. With the current retirement age set between 58 and 60 years, there appears to be a significant gap as people live longer but retire at the same age. As talent markets grow more competitive, organizations often find it valuable to retain older workers on the job rather than replace them with younger ones. Countries like Japan, USA, UK, Germany etc have developed ways to deal with this situation. How many organizations in India are able to leverage older talent and create a balance between older and younger talent at workplaces? Feel free to share your thoughts. KEN MENTORS #lifeexpectancy #lifelongeivity #olderworkforce #retirementage #talentatworkplace #inclusivity #inclusiveworkforce

Navigating Workforce Transitions in India: A Call for B-School Involvement As the world over, India too grapples with a workforce exodus as senior professionals retire in droves. Enter Flextirement – a nuanced, semi-retirement paradigm. How can Indian B-Schools actively contribute to this transformative trend? B-Schools hold the key by incorporating flextirement principles into their academic fabric. This means teaching students how to design and implement flexible work structures, craft supportive policies, and illuminate the strategic advantages of retaining experienced professionals in part-time capacities. The Return on Investment (ROI) for flextirement is compelling. Employees gain flexibility in their retirement approach, while employers retain invaluable knowledge for the benefit of future leaders and the organization at large. The economic benefits, albeit with some policy adjustments, make flextirement a strategic move. B-Schools further contribute by researching and disseminating best practices for organizations seeking to adopt flextirement. As seasoned professionals work part-time, the cost savings are evident, providing businesses with sought-after talent at a fraction of the traditional expense. To seamlessly implement flextirement in India, B-Schools must actively engage with businesses and policymakers. Understanding the unique challenges and opportunities in the Indian market will ensure that flextirement aligns with the nation's workforce dynamics. Flextirement emerges as a solution to the challenges posed by a significant demographic shift in India's workforce. By actively involving B-Schools in this conversation, we can tap into a wealth of knowledge and expertise to accelerate the adoption of flextirement, ensuring a smoother transition for both employees and employers. Let's leverage B-Schools to not only navigate but also lead the shift toward a more resilient and adaptable workforce in India. #Flextirement #FutureOfWork #BschoolContribution #WorkforceTransition

Engaging B-Schools in guiding workforce transitions in India is crucial for fostering economic growth and ensuring a positive Return on Investment (ROI). Their expertise in management education can contribute significantly to skill development, strategic planning, and adapting to evolving market demands, thus playing a pivotal role in navigating the dynamic landscape of the Indian workforce.

I really cant keep quite now - specially when my student said yesterday, I don’t want to work for long, I will take an early retirement..... Why? What is happening to this generation 😪 All I hear about is - Early retirement quick money Easy access 10 day crash course Quick ways to grow Easy Finances 😐😐 ( CA toh waste fir) What this generation is not realising is that the "Easy" and "Quick" ways are not the sustainable way to grow. 😑 You can earn enough to retire early, quickly, only if It is the unethical way it is illegal or you discover/ do something historical Other than this, NO. And what about life after quick retirement? What will you do? Just #netflixandchill or become #wanderlust ? For how long? No one is speaking about quality output, really adding value, doing substantial and sustainable for the economy. And then they expect India to be the worlds biggest economy? With these short term methods, the growth will also be short term. And all this ➡️ 10 day MBA, 1% club of finance, No working on weekends or holidays, Retire at 30, is just banking on the mindset of the youngsters and spoiling them. I am with #narayanamurthy when he days 70 hr work week is required. Today we stand where we are because our parents did that. Lot of places in India, Japan, and other countries, you will see older people still working happily and that is how they sustain. Call me orthodox, if you wish, but I really believe in hardwork and sustainable methods to grow and learn. If things were meant to be this quick, we all would have been magicians and wouldn't be working at all. Next time ask these people who sell these unreal dreams, how long did it take you and how long will you survive? #70hourworkweek #vivekbindra #indianeconomy

Is the Retirement Age Really 60? I've been reading quite a few posts recently about layoffs and the reluctance to hire an aging workforce, particularly those over 50. This seems to be a global scenario! This raises a critical issue: ensuring a fulfilling career and financial stability as we age. Professionals may be expected to cease working at a time when they are often at the peak of their skills and experience. Imagine working diligently for 25 years only to be deemed un-hirable just because you've crossed a certain age threshold. This scenario presents a daunting financial challenge: saving enough in 25 years to support yourself and your family for the next 30 years, assuming you live until 80. Given current inflation rates and rising living costs, is this even feasible? Age discrimination is subtly embedded in hiring practices. When job applications include questions such as "What is your age?", it becomes a red flag. The 50+ demographic is not just capable; they bring unparalleled experience, stability, and mentorship to the table. Personal Thoughts and Perspectives Experience Over Age: Companies need to focus on the skills, capabilities, and experiences of candidates rather than their age. Experienced professionals bring strategic thinking, crisis management skills, and a wealth of knowledge that younger employees can learn from. Continuous Learning: Many senior professionals have the zeal and energy to continue working and learning through workshops, certifications, and staying updated with industry trends. This must be valued. Diverse Teams: Research indicates that diverse teams, including a mix of ages, perform better. Senior professionals provide mentorship, while younger employees bring fresh perspectives, driving innovation and growth in companies. Solution There is a need for empathy and understanding of the unique challenges faced by senior professionals and more inclusive hiring practices. Advocating for policies that prohibit age-related questions during hiring can create a more level playing field. The question of not being able to work at 50-60 isn’t just about finances but also about respect, opportunity, and valuing experience. The job landscape must evolve to recognize the capabilities of professionals, regardless of age, by focusing on skills and experience, fostering continuous learning, and embracing diverse teams to create a more inclusive and dynamic workforce. Let's judge individuals by their capabilities and not their age!  Help spread this important conversation by sharing your thoughts and using these hashtags: #AgeDiversity #InclusiveHiring #WorkplaceEquality #ExperienceMatters #FutureOfWork #AgeDiscrimination #CareerGrowth #SeniorProfessionals #RespectAndOpportunity #EmpowerExperience #Talentacquisition #India Your support can make a difference in evolving the job landscape to be more inclusive and respectful of all professionals, regardless of age.

So I just finished a six month holiday (I hesitate to call it a "career break" as that implies I had some kind of career plan to begin with). I can report it was bloody brilliant, 5 stars would definitely recommend if you are lucky enough to be able to afford it. I explicitly had no goals whatsoever for this period and did nothing "exciting" like backpacking around the world or whatever, I basically just mooched about, played music, did gardening and crafts, but nonetheless I did accidentally learn some things along the way. In case you're interested, here is a short rundown: 1. I didn't get bored. Thought I would, but nope. Not once. 2. In fact I was substantially *less* bored than on an average work day. 3. Being productive is overrated and it is actually not hard at all to let go of the need to achieve things. 4. On the other hand there are plenty of ways to be productive for one's own benefit, or that of people one loves, that feel much better than using that energy for the benefit of your employer. 5. Being retired is not everything that we who are still in work fantasise it will be. I've spent a lot of time around retired people this past 6 months (they being generally the only other people around in the daytime) and a lot of them are bored, frustrated and anxious about how they'll afford the lengthy old age they didn't expect. 6. The rest are still essentially working full time either as volunteers or doing childcare for grandkids. A really significant portion of our economy and society relies on unpaid labour by retired boomers which is going to create problems as that generation ages out of being able to continue that work - there literally aren't enough gen Xers to replace them even if we could afford to retire as early as boomers could, which we can't. 7. Daytime TV is not as good as it was when I was a student in the 90s. 8. All those things like cooking proper meals, DIY, yoga that I thought I wasn't doing because I didn't have time because of work - turns out I didn't do them when I wasn't working either, so have to conclude work wasn't the barrier after all... 9. Life is, overall, several hundred times better if you don't have to go to work. Sorry I know this is LinkedIn and we are supposed to be enthusiastic about inspirational challenges and contributing to shared goals and all the other things we're supposed to find rewarding in work but honestly, those are just things we tell ourselves to cope, and the best thing that the human race could do for itself would be to find a sustainable alternative to capitalism as soon as possible. So anyway, back to work I go for at least another two decades. See you there for some exciting challenges and shared contribution to productivity!