If you only think of retirement in terms of dollars and departure dates, you’re missing the opportunity to create meaningful transitions—for your people and your organization. Talent development professionals can guide individuals to craft a vision of retirement that is purpose-filled and uniquely theirs.
Start with four key questions:
- What do you want to do each day?
- Where do you want to do it?
- With whom do you want to do it?
- How much money will you need?
Introduce the concept of Ikigai in retirement conversations. It can help individuals identify and align:
- What they love
- What they’re good at
- What the world needs
- What they can get paid (or volunteer) to do
Encourage employees to think beyond the gold watch and farewell cake. Ask them: Who do you want to become next? Where do you want to contribute next? What legacy do you want to leave?
And of course, money matters:
Social Security: Understand the timing implications. Help employees explore workshops or financial tools.
Pensions and annuities: Encourage conversations with financial advisors—especially for those looking to replicate pension-like stability.
Savings: Promote financial literacy in the workplace. The earlier employees understand their options, the more empowered they feel.
Work in retirement: Normalize the idea. Encourage retirees to become mentors, consultants, coaches or volunteers. Purpose doesn’t retire when the paycheck does.
And don’t forget wellness. Health is the bedrock of every good retirement plan. Include physical and mental well-being in your programs. Encourage:
- Regular activity
- Rest and sleep
- Good nutrition
- Preventative care
Bottom line for talent professionals: Support retirement as a developmental milestone. Equip people to navigate it with clarity, purpose and pride. The sooner we start these conversations, the more sustainable our workforce—and their futures—will be.
Retirement isn’t an ending. It’s one of the most important transitions your people will ever make. Help them make it count.
This is the third and final blog in a series on retirement in the talent development field. You can read the first and second blogs in the series.