Organizing the working time in the end-of-career to encourage them to stay in employment?

Our research helps better understand the motivations and interests of employees with respect to late career and retirement. It is based on in-depth interviews, and while it highlights that early retirement remains an important aspiration, we found that working time arrangements and part time, but also other measures (mentoring, mandates, project assignments) could encourage employees to stay longer in employment. It is pertinent to note interest in the role change, the transition to a training role or mentor, which has been rather poorly documented to date as an option and could act as a measure of retention, in addition to the working time arrangements. Having also questioned the executives of this organization, they have confirmed that the reorganization and reduction of working time and new mandates or roles of mentor or trainer have not been considered so far in the organization, or very little. If they are considered, it is more in management positions, while the needs of training the next generation are also felt in other sectors, so this appears to be a possible avenue for retaining employees.