By Denise Faguy, Associate Editor
If there’s one thing all within CAAR can agree upon, is that it’s tough finding people to fill key agriculture positions.
Sometimes, we spend so much time trying to fill vacant positions that we forget to acknowledge the hard work of our loyal team members who remain, especially those who may have been with you for an extended period.
A key benefit you can offer your more seasoned employees is often unrecognized. It is how you, as an employer, can cater to the changing needs of your employees as they progress through different life stages. For these employees, navigating the professional landscape in the latter half of their career can be as challenging as rewarding.
At the heart of this approach is the understanding that employees’ requirements and aspirations continue to evolve. Early career stages might prioritize learning and development, whereas the latter half often shifts towards stability, work-life balance, and retirement preparation.
Progressive employers acknowledge this shift and adapt their policies accordingly.
Financial planning is key to this support, particularly vital in economic uncertainty and inflation. The best employers are not just offering competitive salaries but are going the extra mile to equip their staff with financial literacy skills.
This includes providing access to financial advisors, pension planning assistance, and basic investment and budgeting training. Such initiatives aid employees in their immediate financial management and better prepare them for a secure retirement.
This comprehensive approach to employee welfare signifies a deeper understanding of the long-term needs of your workforce.
It is felt that employers who are recognized for their supportive policies towards mature employees not only offer a stable work environment but also demonstrate a commitment to their staff’s holistic growth and well-being.
This trend marks a positive shift in employer-employee dynamics, where the focus is on long-term mutual growth and satisfaction.
