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Late Stage Career and Retirement
Lifestyle Planning

A career is not merely a series of jobs ending in a retirement event, but a lifelong process of learning, growing, and finding purpose, that stretches well beyond formal employment.

Why You Need a Retirement Lifestyle Planning Process for Your Organization

We developed Evergreen to deliver the tools to complete your talent management plan based on the full employee lifecycle. Evergreen delivers a personalized, practical and proven retirement lifestyle plan, empowering late career employees to realize the retirement they’ve been dreaming about throughout their careers.

AT CAREERMINDS, WE BELIEVE THAT HELPING EMPLOYEES TRANSITION IS:

  • Vital to maintaining a more predictable level of turnover
  • Key to enabling knowledge transfer and developing new talent
  • Critical to protecting a company’s reputation by enabling employees to feel more prepared when the time comes to leave the organization.

What Evergreen Retirement Is All About

1. Personalized: Individual one-on-one assessment coupled with planning and career coaching

2. Proven Process: The LifeOptions Profile, which consists of a 99-question assessment, helps employees discover what they want out of their next steps

3. Promise: Milestones and goals created so that the employee takes the steps needed to transition successfully

4. Productive: Delivered in a contemporary, e-learning environment that can be accessed when and how the employee desires

5. Community: Offers the social connectedness of like-minded late career employees for support and advice

For far too long, retirement advice has only focused on the financial side of life. Conversations about saving for retirement start as soon as we enter the workforce and continue until we hit retirement age. But there’s another side that is overlooked entirely: the social and emotional shift that comes with transitioning to life after full time work.

By ignoring half of the post career equation, many retirees are either unprepared for the lifestyle change or fear it, causing them to become reluctant to make a change and to stay in their roles longer than they may have intended because they haven’t explored all of their options.

By postponing retirement, these individuals miss out on a time of life that they’ve worked hard to reach. On the other hand, companies with reluctant retirees can experience challenges like slowed career growth or lack of movement for rising talent.

Our Evergreen Retirement program solves these problems by working with pre retirees to ensure they have a surefire lifestyle plan ready before they make the move. Whatever retirement looks like to them, whether it’s relaxing on beach, securing a seat on a non-profit board of directors, starting their own business or taking care of grandkids, Evergreen helps to crystallize that encore career and life plans post full-time work.

Not only does this help late career employees successfully transition to the next stage of their lives, it also helps companies maintain a healthy and predictable level of turnover so future talent can develop and thrive. It’s a win-win.

Evergreen Retirement Lifestyle Planning Process

Our Evergreen Retirement program consists of four main components:

1. Information Gathering
Transition planning isn’t one-size-fits-all. First, an expert retirement coach will meet with the employee to understand specific goals and concerns. This helps orient the individual to the process while also helping the coach determine a plan of action.

2. The Assessment: The LifeOptions Profile
The late career employee will complete our 99-item, educational assessment tool that covers 20 different lifestyle and attitudinal factors that are arranged into six subsections, which we call “life arenas.” This process will allow the employee to think about transition in a new way, while also focusing on what they will need to move on successfully.

3. Assessment Review
The coach will review the assessment one-on-one with the participant and together they will come up with a personalized plan of action, determining what path the individual should take next to ensure a smooth transition out of the organization, and into life post full-time work.

4. Goal Setting and Next Steps
Once the review is complete, the coach will work with the late career employee to set goals and start the process. This step largely depends on what the individual wants to do. Do they want a new, full-time job in a different career? Do they want to volunteer, spend time with family, take up a new hobby? The coach will help create milestones and design a pathway of success for the individual to follow to ensure they meet their goals.

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