Velvet Hammer’s recent post, Retention Past Retirement, did not “ruffle my feathers.” Nice try, Hammer Boy.
As we read more and more about the “graying” of the workforce, it should stimulate some thoughts and conversation about experience and how to take advantage of the experienced workers wishing to remain active.
Elizabeth Hocking, writing in the Small Business Times had this to say:
To combat the graying of its workforce while recruiting and retaining younger employees, Cleaver Brooks started a mentoring program about two years ago. Older workers are paired with younger workers to share their experiences and mistakes, helping the younger workers move more quickly up the ladder, Pfefferkorn said.
€œ(The younger employees) benefit from 40 years of experience,€ Connor said. €œAnd to see them capitalizing on some knowledge that exists around here is rewarding.€
The mentoring program has had a positive influence on the overall attitude and work environment at Cleaver Brooks, Pfefferkorn said.
I certainly agree! My first sales manager was an excellent mentor. He was an extremely successful sales rep that made a successful transition to sales management with an attitude of sharing. I’ll never forget the time Charlie spent with me, along with the results.
His approach to mentoring people in his sales group lead to outstanding success for all the members of his team. I was fortunate to be one of those people. Even today, some 25 years later, I recall the ideas, concepts and mentoring.
So before Velvet Hammer puts me out to pasture, I’m hoping to share a few of Charlie’s concepts and approaches. Maybe after that I’ll worry about my old feathers.