Late career and retirement
When we help
THE RETIREMENT TRANSITION COACHING PROGRAM IS EVIDENCE-BASED AND FACILITATED BY LEADING WORKPLACE PSYCHOLOGISTS
Consisting of five hours of individual coaching and the option of a facilitated meeting between the employee and their manager, the program provides the tools and resources proven to maximise transition success.
In line with best practice, the engagement spans the three phases of retirement:
Phase 1: Preparing for retirement (2 hours)
Whether people are approaching their retirement date or finding it hard to set one, we know that planning is key to wellbeing. During the first meeting, the employee will be introduced to the principles of transition success through completing the Transition Guide as well as a personalised Transition Action Plan. Practical strategies to enhance wellbeing in retirement are also discussed at this time and in a follow-up meeting.
Phase 2: Leaving work (1 hour)
Designed to be completed at least two weeks before leaving work, this session is designed to help an employee finish well and make an 'after retirement' plan. You’ll work together to finalise the Transition Action Plan and continue to reflect on your hopes, fears and challenges. At the same time, you’ll implement strategies for wellbeing and start to shift your thinking towards your new role as a happy and healthy retiree.
Phase 3: Adjusting to retirement (2 hours)
These sessions revolve around helping to create and sustain wellbeing in retirement. Unfolding in two phases, the first will take place a month after retirement and assess your initial transition, celebrate early wins and identify any unexpected issues. The second will take place three to six months after your retirement and will discuss your ongoing strategies for transition success.
Partner Retirement Transition Coaching
Whether you are retiring completely, switching to contract consultancy work, or wanting to ramp down sooner than later – you need a plan. Encompassing 6.5 hours of individual coaching around specific needs, our Partner Retirement Transitioning Coaching program provides the tools and resources to maximise transition success for partners in professional service firms.
Workshops to support late career and retirement
Late career is the life-stage from around 50 years where people set goals and make decisions that influence their personal, social, economic and employment situation in preparation for retirement. It is an important stage of life as we make work-related choices that carry us through to a fulfilling retirement.
Late Career and Retirement Management Capability Training (for Managers and HR)
Comprised of a suite of modules, and complemented by e-learning and online conversation simulations, this comprehensive training will equip your managers with the tools and skills they need to manage an ageing workforce, and assist in managing the transition to retirement.
Thinking Ahead to Late Career: Laying the Groundwork
This 1 to 1.5-hour session unpacks the common challenges or concerns that can come during the late career stage, and looks at the tools and resources we can use to navigate these, so that we can plan our late career in a way that is sustainable, and adaptable for our future selves.
Retiring Well: Building a Bridge to Retirement
Moving beyond the traditional financial and physical health considerations, this 1 to 1.5-hour session explores ways to maximise wellbeing in the lead up to retirement and after you stop working by considering TW’s pillars of ‘Work, Wealth, Home and Health’.
Thriving in Retirement
In this 1 to 1.5-hour post-retirement workshop we unpack four phases of retirement (vacation, loss, trial and error; and reinvention and rewiring) and offer supportive strategies to both maintain connection and build on strategies for thriving in retirement.
Retirement Action Planning
Building on the key factors of a healthy retirement, this 1 to 1.5-hour workshop supports individuals to build high levels of hope, self-efficacy, resilience and optimism. Participants are guided through a robust process of creating multiple pathways to their retirement goal, considering the resources available to them, identifying barriers to success and tackling any thinking traps that may hinder success.
Maturity of Practice Index (MPI)
Transitioning Well’s MPI offers a unique mix of psychological, legal and business-focused perspectives to help build effective policies and procedures that support ageing and age-diverse workforces.
During our expert review process we partner collaboratively with organisations to identify the most significant points of leverage so that they can invest in the most valuable areas from an ageing workforce ready perspective.
Through our approach employers gain insight into the four pillars of an ageing workforce (i.e. Roadmap, Recruitment, Retention and Retirement). Using this framework we bring together information from a review of internal policies and procedure documents, focus groups and interviews with key stakeholders, and tailored insights form the research literature. The resulting report will include recommendations that allow you to proactively support an ageing workforce.
The MPI process includes:
- Desktop document review.
- Interviews and focus groups.
- Tailored report.
- Presentation of findings to stakeholders.
Career Transition Series
Many of us will experience career transitions in our lifetime - whether it is having a baby or a career change, managing a personal crisis, or retiring from the workforce altogether. As an employer or manager, it can be hard to know how best to support someone during these times of career transition.
The Career Transition Series provides workplaces with research-led and practical approaches. It shares the stories of organisations supporting their people through eight key transitions, highlights what has worked and relays lessons for others.
As the population ages, many older workers look forward to their late career and retirement, however each experience can be different and there are a range of mental health risk that employers need to be aware of, and consider in their practices. The Late Career & Retirement transition guide provides valuable guidance for employers of ageing workers.
Developed in partnership with National Mental Health Commission, the series was produced through the National Workplace Initiative after research and consultation highlighted the need for guidance on supporting career transitions.
Thought leadership and resources
We have a variety of digital resources that further support retirement pathways and an ageing workforce—from late career to unretirement.
Our 'white papers' explore topics in more depth. There are fact sheets and worksheets designed for HR, Senior Leaders, Managers and Employees which increase awareness and guide change. In addition, the manager ‘how to’ guides provide prompts on how to have important, and sometimes difficult conversations about late career and retirement.
These resources are freely available at www.awrproject.com.au/resources with three extended thought leadership papers:
- The Age Difference:
How to foster performance and wellbeing in older workers. - Late Career Navigation:
How to make the most of living and working for longer. - Unretirement:
Transition pathways in retirement.
The resources have been developed through funding from WorkSafe Victoria’s WorkWell Mental Health Improvement Fund.
Team Dynamics Training (PsyCap)
Empower your leaders to best support people through the late career and retirement transitions with team dynamics training.
Together, you can unpack the challenges that present in this life-changing time of transition, and build positive thinking patterns that can challenge and replace deep-seated assumptions and beliefs, and ultimately build team cohesion to ensure sustainable practices across this important life-work transition.
