企业需注重留住中老年员工

The obsession with how to manage millennials is obscuring another potentially larger problem: how to manage their parents. It is reassuring, then, that a group of UK businesses, including Barclays, Boots, Aviva and the Co-op, have started to measure the size of the skills gap that they could fall into as many more people retire from the workforce than join it.

对如何管理千禧一代这个问题的纠结，掩盖了另一个可能更大的问题：如何管理千禧一代的父母。就此而言，令人宽慰的是，包括巴克莱(Barclays)、Boots、英杰华(Aviva)、合作社集团(the Co-op)在内的多家英国企业，已开始衡量他们可能面临的技能缺口，因为退休的人数大大多于加入员工队伍的人数。

On Tuesday, these companies and others set a target of increasing the number of over-fifties they employ by 12 per cent by 2022. As in other areas where business awakes to its social responsibility — from staff wellbeing (healthy workers are more productive) to environmental policy (clean factories are more efficient) — an underlying self-interest is driving the concern. Even if automation can cover some of the looming skills deficit, businesses that do not learn how to attract and manage older workers will lose out. They lose access to a valuable pool of experience and lack inside knowledge about how to handle their older customers.

不久前，包括上述企业在内的一些企业确立了一个目标：到2022年，将50岁以上雇员的人数增加12%。就像在其他事情上——从员工健康（健康的劳动者工作更有成效）到环境政策（清洁的工厂更有效率）——一样，企业意识到自身的社会责任，往往是受到根本层面自身利益的驱动。即便自动化可以部分弥补将要来临的技能缺口，如果不学会如何吸引和管理年纪较大的员工，企业就会吃亏。它们无法让一大群有价值、经验丰富的劳动者为自己效力，也不懂得如何搞定那些年级较大的客户。