Success story: seniors@work connects ex-CEO of Microsoft Switzerland & Start Up
By Annette Ehrhardt, seniors@work
Peter Waser, the former country head of Microsoft Switzerland and CEO of Starmind, has been increasingly active in the start-up world for several years, is involved in numerous projects and also holds several board mandates. He has also been a member of seniors@work for some time - so there's no sign of retirement!
"As a 66-year-old, I still feel needed, and it makes me happy to be able to pass on my experience to young people"says Peter Waser on the background to his broad portfolio of tasks at the various start-ups. "It's a great feeling to help a young company get off the ground and lead it to success."
For example, a start-up in the training sector found him through seniors@work, and the collaboration is a win-win situation for both sides. Peter Waser: "Here I can contribute my experience in building up a young company and help shape a solid business model as a partner. The start-up is still self-financed and I am currently making my contribution pro bono. I don't think I should take the young founder's hard-earned money and start-up capital out of her pocket. When the company generates sales in a few months' time, we will revisit the arrangement. Until then - and beyond - this commitment keeps me on my toes and is a good addition to my other projects and mandates."
Although finding suitable (part-time) work is not always easy for retired specialists and managers, despite all their life experience and flexibility, Peter Waser from the seniors@work job platform is convinced: "Anyone who feels healthy and has life and work experience is in demand. And our economy and our standard of living need all hands and all heads!"
Gray panthers against the shortage of skilled workers - is that the solution?
By Annette Ehrhardt, seniors@work, and Nicole B. Stucki, HR Director Selecta Switzerland
Finding suitable employees, especially experienced specialists, is becoming increasingly difficult. In the discussion about solutions, one potential is usually overlooked: working with retired 60-75 year olds and thus utilizing the immense wealth of experience of the older generation.
When it comes to skills shortages, many people think of software developers, web and IT specialists, AI experts, crypto miners and other very future-oriented professions - and immediately wave them off. After all, these tasks are clearly not the core competence of the over-60s. BUT: there are an incredible number of other areas in which the gaps are huge as more and more baby boomers retire. Not only SMEs, but also large companies are feeling the change in the labor market. According to Nicole B. Stucki, HR Director Selecta Switzerland, the labor market is currently very hot, as a lot of pent-up demand is being made up after the pandemic. "Good conditions for rethinking the job market!" says the expert.
But can this work? In a society driven by a veritable "youth mania", can we suddenly rely on the old? The reality is that it is already difficult to find a new job from the early 50s, if not the late 40s. In fact, there are major reservations about retired specialists, especially in large companies, and working with retirees does not (yet?) fit in with existing processes and habits in HR. Also, the huge group of retirees, i.e. people from 60 to well into their 90s, are still far too often lumped together. Yet "retired" doesn't necessarily mean "old", and for many, 60 is the new 40. So are young retirees automatically frail, old-fashioned and left behind? Nicole B. Stucki: "I hear this accusation very often and I don't share it in this form. Good dossiers combine training and professional experience - and that doesn't work at a young age. It only becomes difficult for older people if their CV doesn't show a common thread."
On closer inspection, there are many reasons why a company should dare to work with the "old-timers". Here are the five most important ones:
- Extremely motivated and committed employees
If you still want to be active on the job market at this age, you really want to be. Because you could also sit back and enjoy your retirement. For the vast majority of Swiss people, the monthly pension payments are enough to make ends meet. Companies that hire a retiree can therefore be sure of getting genuine enthusiasm and motivation. Especially those who have worked in high-profile positions cannot and do not want to go from 100 to 0 overnight. A task, the feeling of being needed and the passion to pass on one's own knowledge and many years of experience are important driving forces.
- Flexible, fast availability to cover short-term requirements
Retirees often have many leisure activities, but they are not tied to other employment contracts and are usually spontaneously and quickly available. The vast majority are also not interested in a permanent full-time job. They are therefore ideal employees to cover short-term absences due to illness, accidents, maternity leave, vacations or other unforeseen events in the company. Unlike many temporary workers, they are highly qualified and very experienced in their field.
- Diversity in the team and a cross-generational approach ensure better results
It is now well known that mixed teams deliver better results than homogeneous groups. This applies not only to gender, origin and education, but also to age. Start-ups are happy to receive coaching and mentoring from former managers, learners willingly turn to experienced older people, and the prudence and life experience of retirees are important soft skills from which everyone benefits. "HR departments have recognized all of this, but unfortunately recruitment still too often looks for the profiles they already have - instead of complementary profiles. And of course that doesn't promote diversity in teams," says Nicole B. Stucki.
- Retirees fit in perfectly with "new work", the "gig economy" and Generation Z.
Many young people are looking for alternatives to the typical 100% full-time job. Job sharing, 80% models, sabbaticals, remote work, part-time work, freelancing, less loyalty to the company... all of these are on the rise and are giving HR departments a headache about how to manage all activities within the company. So the world of work is changing, and retired professionals fit very well into this new world. They are looking for part-time jobs, usually 20-80 percent, temporary projects or jobs on an hourly basis. They no longer want to make long-term commitments and want to enjoy their freedom just as much as Generation Z. Nicole B. Stucki: "Every generation brings new ideas to the world of work, and that's a good thing. Today, more and more men and women are working part-time, especially while the children are young. A more recent phenomenon, driven by the pandemic, is of course a high proportion of people working from home. But what's also new is that people want to continue working from home because they've acquired a dog or another pet during this time."
- Cheaper alternative due to low non-wage labor costs
Last but not least, the use of retired employees also pays off for companies. This is because those who have reached the statutory retirement age of 65 or 64 no longer have to pay BVG contributions. A not insignificant factor in the wage bill! Contributions for AHV, EV and IO are also only due from an annual exemption amount. Those who employ senior executives of retirement age also benefit from the fact that these employees are less concerned with salary than with other things, so that they often work for lower salaries than, for example, employees in their mid-fifties who are not yet drawing a pension.
The list of benefits could be extended, for example older employees are also good salespeople or customer advisors for older customers - because increasing life expectancy means that this affluent clientele is also becoming more and more interesting. And the social benefits of doing something to combat loneliness in old age (and in some cases poverty in old age) should not be neglected either.
Conclusion: Retired employees are by no means the panacea for the shortage of skilled workers, but they can make an important contribution. Nicole B. Stucki summarizes: "Companies should therefore be brave enough to give them a chance. For example, we are currently working with a retired headhunter and can no longer imagine working without him. Fortunately, the level of motivation and curiosity is still the most important ingredient for a fulfilling professional life, regardless of age."
