Losing talent through retirement

EVERY year, thousands of experienced Malaysian employees reach retirement age. Many leave the workforce at 60 or 65, taking with them years of practical knowledge, professional judgement and problem-solving skills.

While retirement is an important stage of life, should it automatically mean the end of their contribution to society? Does competence suddenly disappear when a person reaches 60 or 65?

Consider engineers who have spent 35 years dealing with complex technical problems, safety professionals who have managed workplace risks, technicians who understand machinery through years of hands-on experience, and trainers who have developed generations of skilled workers.

Their knowledge cannot always be replaced by academic qualifications or a few years of working experience.

This is not to suggest that older employees should remain in every job indefinitely. Some occupations require considerable physical strength, stamina or the ability to respond quickly to demanding situations.

However, many professional and technical roles depend more on knowledge, experience, sound judgement and the ability to guide others.

We should therefore distinguish between the physical demands of a job and the professional competence required to perform it. Age alone should not determine whether someone remains capable of making a meaningful contribution.

There is also a practical concern for employers. When experienced employees retire, organisations risk losing valuable institutional knowledge.

Younger employees may possess modern qualifications and technological skills, but they can also benefit greatly from the guidance of those who have encountered real workplace challenges over many years.

This is particularly relevant to occupational safety and health, engineering, manufacturing and technical education. Practical experience can help younger workers understand not only what procedures require them to do but also why certain precautions and decisions matter.

Malaysia should consider more structured arrangements to retain and use this experience. Retired professionals could be engaged on a part-time or consultancy basis, appointed as mentors, involved in technical training or invited to assess the competency of younger workers.

Flexible working arrangements could allow organisations to benefit from their expertise without requiring them to return to full-time employment.

Such arrangements would also support the development of technical and vocational education and training (TVET). Experienced technicians, engineers and industry practitioners could help bridge the gap between classroom learning and actual workplace requirements. Their involvement would make training more practical and relevant to industry needs.

As Malaysia moves towards an ageing society, we should also reconsider how we view the contribution of older people. An ageing population should not automatically be regarded as an economic burden. People who remain healthy, capable and willing to contribute can continue to provide valuable services to businesses and the wider community.

The question is whether employers and policymakers are prepared to recognise this potential and create opportunities for it to be used.

We should not judge people solely by their age or the number of years they have worked. Their competence, ability and willingness to contribute should matter more.

Malaysia has spent decades developing its human capital. It would be a waste to allow valuable knowledge and experience to disappear simply because someone has reached the conventional retirement age.

Retirement may bring an end to employment, but it should not automatically bring an end to contribution.

WONG SOO KAN

Retired Occupational Safety and Health professional

Petaling Jaya