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In HR Daily today, I was asked ‘When should you talk to employees about retirement?’ It’s never too early, but we would recommend that by the time employees turn 50, their performance development review conversations should include the topics of future work intentions and retirement conversations. And organisations should be actively supporting their decision making about the future. Why?

1. Forward planning allows for enough time to transfer knowledge. There is an opportunity to shape a mature employee’s role to support knowledge sharing activities.
2. The more support a mature employee has in making work and retirement decisions, the more likely they are to experience a positive and productive career.
3. By having a timely conversation about future working intentions, you may retain that mature employee for longer. They may work differently, but you can reduce recruitment and training costs and minimise knowledge risk.