How to inspire the close-to-retirement employee - The Globe and Mail
Checklist · Employment After Retirement · Forms for Retired Employees At work , situations may arise between you and your supervisor that call for you Conflict Management and Dispute Resolution Services · Employee a statement to help remind you both that you have a working relationship based on a shared goal. Some may just want to coast until their retirement date, but you can appeal to question comes from Generation-X managers or Millennial supervisors. work ethics and test relationship boundaries, but the advantages far. The influence of manager psycho-social characteristics, . remit of the supervisor –subordinate management relationship (Mountford ).
The content available is no longer being updated and as a result you may encounter hyperlinks which no longer function. The Changing Role of Supervisors "If we botched up in one area, that was it.
Job Announcement: GE Pension Plan Supervisor - City of Tampa
In many types of teams that still function as traditional work units with low levels of employee empowerment in the decision making processthe traditional role of the supervisor still fits.
However, in situations where teams are given more authority over how work gets done for instance in semiautonomous or self-directed teams the traditional role of the supervisor will actually hinder the development of the team. That is why it is important to the success of any team initiative to train delayered supervisors. New Roles According to the OPM survey, some agencies have moved their delayered supervisors to team leader or team member roles.
How to inspire the close-to-retirement employee
Others have organized their former supervisors into expert teams that give technical and administrative guidance and support to other teams. Still other agencies use delayered supervisors as mentors, who foster the development of two or three teams while working on the "bigger picture" issues of the agency.
Finally, many supervisors have left Federal agencies due to buyouts and early retirements.08 common Interview question and answers - Job Interview Skills
The most difficult change seems to be transitioning from the supervisor role to the team leader or team member role, especially in a semi-autonomous or self-directed team. Not all supervisors make good team leaders. Under general direction, the employee exercises considerable initiative and independent judgment to assist and provide support to the Trustees, the Accounting Operations Manager and the Chief Accountant, to interpret plan provisions and advise participants of their rights under the Plan, and to work with contractual professionals such as actuaries, investment managers and legal professionals.
Work is reviewed through observation, conferences, reports, and timely and effective performance of required duties. During periods when the Mayor issues an emergency declaration for the City of Tampa, all employees may be required to work in preparation, response or recovery activities related to the stated emergency. Plans and directs pension-related programs, functions and services to include pension records, reports, audits, and correspondence; monitors public pension plan laws and statutes on the Federal, State and local level and, together with legal professionals, directs reporting procedures and changes which may be required.
Assists in the preparation of Requests-for-Proposals for professional service contracts; assists in negotiation of contracts with professional investment managers, actuaries, etc. Reviews financial status of plans through analysis of investment manager reports. Coordinates Pension Board functions such as setting up and advertising regular and special meetings, preparing Board Agendas and back-up materials, participates in meetings as a non-voting member; schedules meetings with bankers, investment managers, actuaries, attorneys, and others as necessary at the direction of the Board of Trustees and pursuant to the Plan.
And often but not always the question comes from Generation-X managers or Millennial supervisors. Story continues below advertisement Truth be told, this situation is a challenge.
In many cases, the usual incentives to get employees to go above and beyond — promotions, more money, opportunities for growth — simply don't apply any more. And even if your coasters are performing below expectations, firing them will likely leave you with a huge lawsuit on your hands. So are you out of luck? There are still several concrete actions you can take to motivate this segment of your work force.
Start by looking within Could you be contributing to the problem? Are you perhaps guilty of ageism? Honestly examine some of your own beliefs and assumptions. Do you think that older workers are inflexible and more resistant to change, especially technological change, than younger workers?
Do you believe that they're slow and unproductive? Do you feel that they're not as intellectually adept and therefore more expensive and time-consuming to train?
Even if you've not voiced such opinions, your underlying attitude is perceived by others and it may be one of the reasons you are not getting the level of performance you desire from your more seasoned employees.