Succession planning--surveys OK?
allison13
13 Posts
As a public employer with 5000 employees, (and like most) with many who will reach retirement age in 5 to 10 years, my HR folks have asked my advice on a survey to all staff on 1> Their estimated retirement date and 2> a request for information about what is unique about their job. Even with a disclaimer that this is going to all staff regardless of age, I'm concerned about age discrimination. Putting that aside, do you folks share my concerns about folks being frightened they will be fased out? any other concerns?
Comments
I would definately be concerned about talking to anyone about a survey pertaining to retirement!!! This opens your company up to the potential litigation based on the product of the survey in which the company might make some decision for whatever reason. It will appear like the "Aged considered, was discovered and then personnel actions down the road will be impacted". From the date of the survey and forever more, your companies strategic and economic planning will be hinged on the aged employees.
It is very easy for the HR to keep a running tallie of the "aging population" in your employed population. Do not let the slightest bit of information from HR records become management information because then they begin to concern themselves with HR actions based on "who is where and when" is so and so going to get out of the way. We "elderly are not dumb", only old, and we need to be treated with respect for our value and experience.
Management needs to make their business decisions based on strategy and business economics and not people!
Our retained attorney would go bunkers if he knew the complilations, I have on all sorts of affirmative action issues for my HR ability to influence our management chain on the "who" of it all. We do not even publish a birthday monthly list because that then allows age to be considerations for what we older workers can and cannot accomplish. I am the 2nd oldest person in the company and have more leadership experience than all of these young leaders put together. The oldest ole "cogger" retired as a Department Manager, and now he is the top "Breeder" of sows in the company. Between the two us, we could run this company in our sleep!
PORK
Planning has nothing to do with battles over who has more experience and knowledge than others combined. Planning is all about a businesses effort to continue to exist on an ongoing basis, utilizing it's present and bench strength to its advantage.
Old farts like us clawing and screaming on the way out does very little to foster the continuation of a viable company.
geno
Ya'll have a nice and Blessed evening and we will catch on the flip side!
PORK