Through the years: mature workers boost the bottom line.(WORK-LIFE: MATURE WORKER AWARD)

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Today's workplace can be an exciting, though not always harmonious, mixture of four generational cohorts: Traditionals, Boomers, Xers and our youngest workers from Generation NeXt. Members of each group tend to bring different skills, expectations and supervision needs to the workplace. Successful management--especially with the changing generational dynamics, issues with worker availability and readiness and the economic downturn--requires being able to understand, communicate with and lead everyone at work, from each generational group. Understanding typical generational values, traits, preferences and styles can improve recruitment, workplace effectiveness, harmony and employee satisfaction and retention.

Because many mature workers, those 50 and older, are remaining in the workforce, the need to understand the differences among the generations is greater than ever. More and more companies are finding that mature workers are essential to the "bottom line." They are valuable assets who are dedicated and loyal, and they do their jobs well.

The Arkansas Mature Worker Initiative is a state-led initiative that is designed to increase the awareness of the need to keep mature workers in the work force and to connect them to employers through the Arkansas Workforce Centers.

For the second year in a row, the initiative is partnering with the Governor's Work-Life Balance Initiative to award the Mature Worker Friendly Award to three Arkansas companies who are successfully utilizing and retaining mature workers. One company, Bank of the Ozarks, is a second-year winner. The Arkansas Educational Television Network and Saline Memorial Hospital join last year's other winners: Nabholz Construction Corp. and Medic One Ambulance Service.

MATURE WORKER AWARD: ARKANSAS EDUCATIONAL TELEVISION NETWORK

Producing educational programming for the whole state of Arkansas is a monumental task, making for an extremely busy work environment within the offices of the Arkansas Educational Television Network. And without mature workers, AETN wouldn't be able to function so successfully, according to Donna Smith, AETN's finance and administration director.

Through a formal program at the network, mature workers commonly mentor new employees, who are sometimes overwhelmed by their new job's pace. The mentors rely on their considerable AETN experience and high work standards to listen to and advise new employees in confidence in case they feel uncomfortable voicing concerns to a direct supervisor or peers. The program makes new employees feel more welcome, competent, confident and motivated, Smith said. It's also helped AETN retain a productive staff as evidenced by their low turnover rate of 5 percent.

Inevitably, AETN loses some of its staff to retirement. Commonly, however, many retirees return to work part-time or even full-time for AETN because they like the job so much. In fact, a recent employee survey indicated that most employees believe strongly in the AETN mission and enjoy being part of a wholesome service to the state.

Part-time schedules allow mature workers to contribute in a shorter work week. AETN also provides flexible hours for their services as needed plus access to group health insurance, Smith said. Another benefit mature workers appreciate is Children's Educational Activities Leave. It applies not only for parents, but also for grandparents, allowing them to take eight hours of paid leave per year to attend their grandchildren's school functions.

AETN also welcomes mature workers as volunteers. In fact, the local AARP chapter adopted AETN's Foundation years ago as one of its primary volunteer opportunities for members and has become one of AETN's most dependable groups of volunteers. A subgroup that calls themselves the "Golden Guys & Gals" comes to AETN twice a week to do whatever's needed, including processing mass mailings, sending thank you gifts and completing other projects while socializing around a bottomless pot of coffee.

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Their efforts don't go unnoticed. The network sponsors an annual appreciation banquet to thank and reward its AARP volunteers, as well as its other volunteers, for the many hours of time and service they provide. Additionally, the foundation throws birthday parties and the occasional potluck for the dedicated volunteers.

"They enjoy the work, camaraderie and appreciation shown for their efforts," Smith said. And AETN enjoys having them. The volunteers' contributions make a big difference, but more than that, the way they perform their duties has a positive impact. "They are pleasant, productive and dependable in their help with numerous tasks," she said.

Whether they're on the company's payroll or just volunteering, mature workers are at the core of AETN's functions. "Their considerable expertise is valuable to AETN," Smith said. "AETN and the AETN Foundation greatly appreciate their services," Smith said. "We couldn't do it all without them."

MATURE WORKER AWARD: BANK OF THE OZARKS

Bank of the Ozarks is no stranger to policies t that create a friendly culture toward mature workers. Since last year, when the company also received the Mature Worker Award, Bank of the Ozarks has built upon their programs geared toward mature workers.

Earlier this year, the financial institution established a teller-mentor program in which mature workers act formally as mentors to younger employees, a practice that was already taking place informally, according Arlo Taylor, the bank's marketing communications specialist. Designed to give new tellers a smooth transition from initial training to permanent assignment at a branch, the new program fits with a philosophy the company has held for years: that mature workers are some of the best because of their experience, work ethic and loyalty.

"Mature workers understand the importance of getting to work on time, are extremely dedicated and provide a tremendous opportunity for us to provide mature and stable mentors to our younger associates," said Diane Hillburn, the company's director of human resources. Hillburn is also a member of the Arkansas Workforce Investment Board.

In fact, almost 23 percent of the company's employees companywide--in Arkansas, Texas and North Carolina--are over the age of 50. The bank actively works with the state of Arkansas in its ongoing initiatives to employ its aging work force.

Creating and fostering an environment in which mature workers play an integral role starts at the top, bank officials said. Upper management has met with branch managers as well as department and division managers to communicate their desire to hire and retain mature workers. In addition, top level executives also share stories of success and benefits that utilizing mature workers brings to the company to ensure everyone is on the same page.

Beyond internal communications on the topic, Bank of the Ozarks has also tailored some of their external employment advertisements to specifically encourage mature people to apply for jobs. And those who are hired enjoy benefits that help them accommodate their unique situations.

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Bank of the Ozarks prides itself on the flexibility it provides to its work force, and that flexibility extends in different directions for mature workers. Work schedules are adjusted to accommodate functions such as Grandparents' Day, and extra time off may be allowed, especially for part-time employees, to accommodate travel with a retired spouse.

MATURE WORKER AWARD: SALINE MEMORIAL HOSPITAL

As the average age of nurses increases, hospitals and other health care providers will do well to accommodate their mature workers, who have valuable experience that helps them address medical situations. Recognizing that, Saline Memorial Hospital has implemented several policies and investments to make the hospital a comfortable and friendly place for mature workers, specifically nurses.

"With the nursing shortage, you're going to have to keep those nurses working longer," said Carol Matthews, interim human resources director. "So you're going to have to make some accommodations."

The accommodation that hospital officials are most proud of is new state-of-the-art beds, which allow employees to move patients from a lying position to a sitting position in one touch, as well as to reposition patients from side to side with minimal efforts. The response has been overwhelmingly positive. "Weighing patients is a snap, just the push of a button," said PCT Jeanetta York. Tedra Vaughan, an RN at the hospital agreed. "The beds are an awesome investment--the patients love them, the RNs love them."

The size and timing of the investment also speaks volumes of Saline Memorial's commitment to mature workers. New beds for all of the hospital's departments cost $1.3 million, and Saline Memorial is the only hospital in the state, to date, that has made a complete hospitalwide conversion to the beds, which are the latest technology.

Employee injuries fell below the national average as a result of the investment, according to Carol Matthews, interim human resources director. The beds also make patients safer, Vaughn said. "We can prevent patient falls by activating the bed alarms." But the beds are just one example of the hospital's efforts to provide appropriate accommodations to keep employees, and ultimately patients, safe. Other changes include brighter lights and larger print for aging eyes.

The hospital also offers employees who prefer to work a shorter shift the opportunity to work an eight-hour shift versus the typical 12-hour shift. A second program implemented last summer allows employees to come to work for a minimum of two hours when the extra help is necessary because of the number of patients. "We called it parent hours, but it also allowed retired nurses to come back into the work force and work shorter shifts," Matthews said.