Last updated on Jul 5, 2024

Here's how you can make training programs for late career employees inclusive and age-friendly.

As the workforce ages, it's crucial to ensure that training programs are tailored to meet the needs of late career employees. This demographic often has a wealth of experience but may face unique challenges when it comes to learning new skills or technologies. By making training inclusive and age-friendly, you not only maximize the potential of these employees but also foster a culture of continuous learning and respect within your organization. It's about adapting to their learning styles, recognizing their contributions, and providing them with opportunities to continue their professional growth.

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1 Understand Needs

A fundamental step in creating inclusive training programs is understanding the specific needs and preferences of late career employees. This group may prefer face-to-face learning over digital platforms, or they might need more time to absorb new information. It's important to engage with them directly, perhaps through surveys or focus groups, to gather insights on how they learn best. By doing so, you can design training that accommodates different learning speeds and styles, ensuring that no one is left behind.

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Adrienne Thomas

Learning Experience Designer | Digital Creator | Producer | Innovator
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Make training work for everyone, especially your experienced learners. Remember, their skills are priceless! Start by showing you value their know-how. Explain it's the same info, just packaged differently. Like phone books becoming smartphone apps. Celebrate their experiences. Ask them to share stories – it makes learning real. Mix up training styles. Some like reading, others prefer videos or hands-on work. Be patient and supportive. Learning new tech can be tricky for anyone. Remember, every team member is important, no matter how long they've been around. Knowledge is gold – help them see how it fits with new ways of doing things. Learning is about being curious, not about age. They may even help explain difficult terms. You got this!

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Marcus Détrez

𝗙𝗢𝗥𝗠𝗔𝗧𝗘𝗨𝗥 | 𝗘𝗧𝗘𝗥𝗡𝗔𝗟 𝗟𝗘𝗔𝗥𝗡𝗘𝗥 | 𝗛𝗬𝗣𝗘𝗥-𝗣𝗢𝗟𝗬𝗚𝗟𝗢𝗧 │ 𝗘𝗡𝗧𝗥𝗘𝗣𝗥𝗘𝗡𝗘𝗨𝗥 │ 𝗧𝗨𝗡𝗡𝗘𝗟𝗘𝗥 - J'ai lancé un centre de formation en langues étrangères à +630 apprenants 🧠
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Chaque année de nombreux collaborateurs partent en retraite et ce n’est pas parce qu’ils partent en retraite qu’il faut laisser de côté et ne plus les former. Beaucoup d’entreprises ont la fâcheuse tendance à laisser ces mêmes collaborateurs bientôt retraités de côté c’est ce qu’on appelle une mise au placard, au lieu de profiter de leur expérience, ils préfèrent les mettre de côté alors qu’il suffirait de les mettre à jour. Pour cela, il faut faire un bilan complet de ce qu’il s’affaire ne ne savent pas faire, puis il faut les entraîner pour les aider à passer leurs meilleurs dernières années au sein de l’entreprise, tout en leur permettant de continuer à performer

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Aravind S Ram

Plant HR | Certified Hr| Talent acquisition | Employee relations| Talent management| Fitness enthusiast| Diversity advocate
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Start by recognizing and valuing the experience and expertise that older employees bring to the table. Tailor training content to be relevant and practical, incorporating real-world examples and case studies that resonate with their extensive knowledge base. Offer flexible learning formats that accommodate varying learning preferences and capabilities, such as blended learning approaches that combine online modules with in-person sessions. Provide ample opportunities for interaction and peer learning to capitalize on their wealth of experience and foster a collaborative environment. Ensure that training materials and technologies are accessible and user-friendl

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2 Flexible Formats

Flexibility in training formats is key to accommodating the varied lifestyles and learning preferences of late career employees. Consider offering multiple formats for training, such as in-person workshops, online courses, and hands-on practice sessions. This allows employees to choose the method that works best for them, whether it's a digital platform they can access at home or a classroom setting where they can interact directly with instructors and peers. Flexibility also means being willing to adjust training schedules to fit the needs of those who might not be able to participate during standard hours.

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Marcus Détrez

𝗙𝗢𝗥𝗠𝗔𝗧𝗘𝗨𝗥 | 𝗘𝗧𝗘𝗥𝗡𝗔𝗟 𝗟𝗘𝗔𝗥𝗡𝗘𝗥 | 𝗛𝗬𝗣𝗘𝗥-𝗣𝗢𝗟𝗬𝗚𝗟𝗢𝗧 │ 𝗘𝗡𝗧𝗥𝗘𝗣𝗥𝗘𝗡𝗘𝗨𝗥 │ 𝗧𝗨𝗡𝗡𝗘𝗟𝗘𝗥 - J'ai lancé un centre de formation en langues étrangères à +630 apprenants 🧠
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normalement fin de carrière rime avec âge un peu avancé. Ce qui signifie que on s’adresse un public qui a entre 58 et 65 ans. On sait que même chez les jeunes aujourd’hui la tension est d’environ 45 minutes et elle décroît avec le temps. Aussi faut-il adapter le format des formations en proposant des micros sessions de moins de 45 minutes sur des thèmes très précis et actionable très vite pour que la future personne qui part à la retraite puisse mettre profite tout de suite les nouvelles connaissances.

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3 Encourage Mentoring

Mentoring can be a powerful tool in making training more inclusive for late career employees. Pairing them with younger colleagues not only facilitates knowledge transfer but also promotes intergenerational collaboration. This type of peer learning allows for a more personalized approach to training, where late career employees can share their expertise while staying abreast of new developments in their field. Encourage a two-way mentoring system where both parties can learn from each other, fostering a collaborative and inclusive training environment.

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Marcus Détrez

𝗙𝗢𝗥𝗠𝗔𝗧𝗘𝗨𝗥 | 𝗘𝗧𝗘𝗥𝗡𝗔𝗟 𝗟𝗘𝗔𝗥𝗡𝗘𝗥 | 𝗛𝗬𝗣𝗘𝗥-𝗣𝗢𝗟𝗬𝗚𝗟𝗢𝗧 │ 𝗘𝗡𝗧𝗥𝗘𝗣𝗥𝗘𝗡𝗘𝗨𝗥 │ 𝗧𝗨𝗡𝗡𝗘𝗟𝗘𝗥 - J'ai lancé un centre de formation en langues étrangères à +630 apprenants 🧠
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Le mentorat est général réservé aux personnes assez jeune et je ne sais pas si le terme est bien approprié ici pour les personnes seniors proches de la retraite. Ici on parlerait plutôt de peer training.

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4 Address Technology

In today's rapidly changing workplace, technology plays a significant role in training and development. For late career employees who may not be as tech-savvy as their younger counterparts, it's important to provide clear, jargon-free instructions and support when introducing new tools or platforms. Consider creating step-by-step guides or offering one-on-one tech support sessions. By demystifying technology and making it accessible, you empower these employees to participate fully in training programs and stay competitive in their roles.

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5 Recognize Experience

Recognizing and valuing the experience of late career employees is crucial when designing age-friendly training programs. Their insights and historical knowledge can be invaluable, so ensure that training sessions allow for their contributions. This can be achieved by including case studies or scenarios where their expertise is relevant, or by inviting them to lead certain training segments. Such recognition not only boosts morale but also enhances the learning experience for all participants by showcasing diverse perspectives.

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6 Continuous Feedback

Finally, establishing a continuous feedback loop is essential for maintaining the effectiveness of training programs for late career employees. This means regularly soliciting their feedback on the content, delivery, and applicability of training. Use this feedback to make iterative improvements to the programs, ensuring they remain relevant and beneficial. Remember that training is a dynamic process, and what works today may need adjustment tomorrow. By staying responsive to feedback, you demonstrate a commitment to the ongoing development of all employees, regardless of age.

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7 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?

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Here's how you can make training programs for late career employees inclusive and age-friendly.

1

2

3

4

5

6

7

1 Understand Needs

2 Flexible Formats

3 Encourage Mentoring

4 Address Technology

5 Recognize Experience

6 Continuous Feedback

7 Here’s what else to consider

Training & Development

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Here's how you can make training programs for late career employees inclusive and age-friendly.

1

2

3

4

5

6

7

1 Understand Needs

2 Flexible Formats

3 Encourage Mentoring

4 Address Technology

5 Recognize Experience

6 Continuous Feedback

7 Here’s what else to consider

Training & Development

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