INSIDE Révélateur de Talents collaborates with companies to create training programs aimed primarily at managers and sales personnel, those who interact with clients, focusing on structure, communication, and posture to enhance management effectiveness and/or client relations.
This support should be available throughout one’s professional life. However, preconceived notions persist. "How did we come to say, 'I can't wait for retirement'?" questions Valérie Paviost. "When we push back the retirement age, how can we ensure it’s not seen as a burden or a punishment?"
Even though the employment rate of so-called “very experienced” workers, those over 55, is continuously improving—60.4% in 2024 compared to 58.4% in 2023—France still lags behind the European average. Additionally, the recruitment rate for those over 50 is capped at 11%. Finally, 41% of French employees received training in 2023, compared to just 25% of those over 50. “It seems there is a slowdown in professional support starting at age 50, which is quite concerning,” emphasizes Valérie Paviost.
Companies have legal obligations towards employees over 45, such as a so-called “second career interview,” which covers topics like training desires, mobility, or potential adjustments to the workplace for demanding jobs or in cases of professional wear and tear.
“But then what do we do with that?” Valérie Paviost asks. “How do we support what could be done beyond the legal obligation, which is the responsibility of both the company and the employee, a shared responsibility, so that the employee continues to envision their future in the company and remains engaged, while the company creates favorable conditions for that?”
For Valérie Paviost, for example, the company could focus on valuing its experienced employees, who possess not only knowledge of the business but also its culture.
“We often envision professional evolution in the company in a hierarchical manner. I believe there are more horizontal developments to consider, such as expertise and mentoring. This both values the very experienced employee and provides meaning for the company".
Most importantly for Valérie Paviost is the need to change perspectives, training managers to have a fresh outlook. “There is a real need for support in how we view people, to not focus on differences but on common interests that will help the company move forward. Being in service to employees to inspire them to want to come to work in the morning is, for me, the purpose of a company.”
