重新设计退休制度

Businesses today face serious talent gaps. The share of companies reporting staffing shortages is at an all-time high: 77%. Last fall the United States had 9.5 million unfilled jobs but only 6.5 million unemployed workers. Many open positi

ons demand sophisticated know-how that cannot be supplied by AI or by training new hires.如今，企业面临着严重的人才缺口。报告人员短缺的公司比例达到历史最高水平：77%。去年秋天，美国有 950 万个职位空缺，但失业工人只有 650 万。许多空缺职位需要复杂的专业知识，而这些知识无法通过人工智能或培训新员工来提供。

Every day 10,000 Americans reach the traditional retirement age of 65, which exacerbates the problem. Critical skills, experience, and connections can walk out the door with each retirement. The good news is that many older employees want to keep working; in fact, nearly 60% say they’re receptive to the idea of working during retirement.每天有 10,000 名美国人达到传统的 65 岁退休年龄，这加剧了这一问题。随着每次退休，关键技能、经验和人脉关系都可能消失。好消息是，许多年长员工希望继续工作；事实上，近 60% 的人表示他们愿意接受退休后继续工作的想法。

It’s time for companies to stop overlooking this large, valuable labor pool. Employers need to shed their misconceptions about older workers and take measures to make the most of their experience, creating phased retirement programs, offering refresher courses, and recruiting through retiree networks, among other strategies. Older employees’ knowledge can be leveraged through coaching roles, on multigenerational teams, and in institutional systems. But companies will have to work to engage their seasoned staffers, offering them flexibility, the right benefits, and opportunities for connection. 企业是时候停止忽视这个庞大而宝贵的劳动力资源了。雇主需要摆脱对老年工人的误解，采取措施充分利用他们的经验，制定分阶段的退休计划，提供进修课程，通过退休人员网络招聘等策略。老年员工的知识可以通过教练角色、多代团队和机构系统来利用。但公司必须努力吸引经验丰富的员工，为他们提供灵活性、适当的福利和联系机会。