How should you implement a redundancy programme and ensure staff performance?
Up to now, some employers have used age-based retirement as an alternative to performance management, and it has provided clarity around whether a job needs to exist or not. The ability of employees to decide how long they stay in the workforce – subject to there being a job, and satisfactory performance – means that employers will need to refine their performance management processes and may become more likely to implement redundancy programmes. How should you make best use of the most talented employees? Older, longer-serving employees will affect the flow of talent through the workforce: the availability of senior roles (typically held by older employees) will be less predictable than now, and less frequent in the short to medium term as the workforce rebalances to reflect the shift in actual retirement ages. Managing the changes in workforce flows and ensuring the best talent is used will demand more of a focus on talent management programmes and succession planning processes. Olde
