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Age Management PRACTICALLY
We help leaders and HR teams manage the challenges associated with age.
Without prejudice and with practical tools that really work.
And why even consider Age Management?
In the Czech Republic:
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By 2050, the proportion of people of working age will fall from 64% to 57%.
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More than 1.2 million people will leave the labor market within 10 years.
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More than 20% of employees are over 50 years old.
Companies big and small face similar challenges:
"We are losing experienced people without transferring know-how"
"Our managers don't know how to bring up the topic of retirement with people on the team"
"We don't know how to support cooperation in intergenerational teams"
"The topic of age is still a stigma, even among managers. So we prefer not to talk about it at all"
Where do you stand?
Age Management makes sense at every stage of the employment cycle
We want to preserve corporate know-how when experienced employees leave
We struggle with hiring and want to be able to reach older candidates as well
We want to get rid of age prejudices in recruitment and be able to conduct interviews with older candidates
We want new colleagues to feel part of the team, regardless of age – from day one.
We want to create an environment where it's natural to ask questions, try new things, and grow regardless of the date on your ID card.
We want to understand what gives people meaning and motivation at different stages of their careers
It may sound complicated, but it's easy to get started.
In practice, Age Management can be applied in three specific areas that you are probably already focusing on and where your steps can have an immediate impact.
CORPORATE CULTURE
How do we talk about age and career transitions? Are experienced employees seen as an asset or a burden?
Age-friendly companies do not tolerate ageism. They value and develop their employees regardless of age, and normalize discussions about late stages of careers and possible retirements.
MANAGER SUPPORT
Team leaders play a key role - they often decide who gets a new chance, who stays visible, or who the company stops counting on in the future.
With a little support and practical tools, managers can create an environment where people are not afraid to talk about their plans, changes, or retirement – and stay engaged and motivated for a long time.
EMPLOYEE SUPPORT
Older employees often deal with issues that their younger colleagues are not yet familiar with – from physical and mental health to caring for loved ones to financial planning and finding new motivation.
In the context of Age Management, as an employer, you can offer them tools that will help them navigate this phase of life, find new goals, and feel valued at work.
An age-friendly company doesn't happen overnight -
but change often begins where HR takes the first step.
We work with the "Later Life Workplace Index" tool
The Later Life Workplace Index (LLWI) is a tool that helps companies better understand the needs of older employees and create environments that support their growth and well-being. It was created in response to the need to promote age-friendly work environments and to enable companies to systematically assess and improve conditions for older employees. The LLWI is based on empirical research, has been validated in international studies and now serves as a practical framework for implementing age management strategies across sectors.
Benefits of the Later Life Workplace Index:
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It helps create an inclusive work environment that values diversity of experiences and perspectives.
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It increases the motivation and loyalty of older employees by reflecting their needs and contributing to a better work-life balance.
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It helps companies better plan and implement strategies that support career growth and employee satisfaction across all age groups.
9 LWWI domains:
Organizational climate (Corporate culture)
The company actively supports equal opportunities, positive perceptions of age, and open communication between generations.
Knowledge
Managers and leadership value older employees and approach each one individually, regardless of age.
Work design
The working environment is flexible, ergonomically designed and adapted to the individual abilities of employees.
Health care
The company provides access to healthcare programs, promotes physical and mental health, and offers prevention programs.
Individual development
Development opportunities are tailored to the needs and career stages of employees, including support for reskilling and mobility.
Knowledge sharing and transfer (Knowledge Management)
The organization has structured mechanisms for intergenerational cooperation and transfer of know-how.
End of career/retirement
Employees have access to advice and options for a gradual transition into retirement with an emphasis on continuity and dignity.
Continuing employment
The company allows employees to continue their employment even after reaching retirement age - according to their capabilities and needs.
Financial and pension provision/advice
The company supports employees in the areas of financial planning, retirement savings, and crisis financial assistance.