Networking with Former Co-Workers (Worth Sparkman Commentary)

Recently, I had lunch with several good friends. We get together every month or two at some inexpensive restaurant that’s centrally located to our work places.

My friends and I didn’t go to school together. We don’t attend the same church. And we don’t have kids the same age.

We met at a previous job. We all worked — in different capacities and at overlapping dates — with the same employer.

We are bound by a brotherhood of common experiences. In our example, the experience was a less-than-desirable work environment. But we all agree that what didn’t kill us, made us stronger. Maybe even closer friends.

When we get together, we talk about children, our jobs and other friends. We catch up.

But once the chit-chat subsides, something interesting begins to happen: The conversation bends toward business and what work is sitting on our desks.

It dawned on me at the last lunch that what my friends and I have is a miniature, specialized network. Now, the members of our little group work in similar industries from Rogers to Fayetteville. Our skill sets overlap, we speak the same lingo and many of us use the same vendors. We even hit each other up for job tips (or story leads).

My ex co-workers are a tremendous asset to my current, and probably my future career. They will be the future chairmen and chairwomen of other companies, people I’ll have to write about (such as one co-worker who wasn’t able to make the last lunch) and people who can enlighten me to different business models.

At our last lunch, two of my friends were able to strike a deal. One needed an inexpensive solution for her non-profit work. Another, seeing an opportunity to help a client gain exposure, was able to promise some products.

The Northwest Arkansas Business Journal publishes a business-related calendar section in almost every issue. Many of those entries are focused on networking events. There are First Friday Coffees, Business Builders breakfasts, Business After Hours events, the Professional Women’s Network events and the Northwest Arkansas Young Professional events, all designed around creating a professional network.

There’s no doubt those organizations are valuable, particularly to those just getting started. But I think the most effective component in anyone’s interconnected thread may be sitting at the next desk over.

In business, longstanding relationships have the power to trump all obstacles. So be nice to your co-workers. You never know who may lend a helping hand.

***

On a bittersweet note, this commentary comes at a time that a beloved colleague has decided to make a move in her career.

Laura Bruegge, former associate editor of the Business Journal, left to make her way in the public relations world. Among other things, Bruegge covered real estate, health care and agriculture for about three years.

I’ve had the pleasure to work with her for a little more than two years, and I think I speak for everyone when I say she will be missed.

But I know that while I say goodbye to her in our newsroom, I’ve gained a great contact — and lunch partner — for the future.

New Initiative Works to Retain Valuable Employees

Gov. Mike Huckabee formally launched the Arkansas Mature Worker Initiative in April, a new work force development program to help employers see how they can benefit by hiring older workers.

There are good reasons all employers in the state should pay close attention.

Some 76 million baby boomers are nearing retirement age, which has many concerned about a coming labor shortage. And there simply aren’t enough younger workers to fill the spots left open by those retiring baby boomers.

Many, maybe most, employers are unaware of the looming problem or are just beginning to realize they’ll soon have to cope with an aging work force.

In its news release on the announcement of the initiative, the Arkansas Department of Workforce Services said U.S. Bureau of Labor Statistics data show that between 2004 and 2012 up to 43 percent of the current work force will be eligible to retire in the next 10 years. Two following generations are 15 percent smaller. Also, 61 percent of entrants (age 16 to 25) to the work force are not fully qualified.

It’s not time to panic just yet, but planning is needed.

Other studies show that a growing number of those who will be eligible to retire may not.

Again, using data from the Bureau of Labor Statistics, more than 32 percent of men and 22 percent of women ages 65 to 69 are still working, full or part time.

A Hudson Highland Group Inc. survey showed that nearly 75 percent of U.S. workers plan to work at least part time during their retirement years.

Some will work on because they need the extra cash, some will do it for the insurance coverage, but some just enjoy working.

Regardless, these “silver-collar” workers, who have in the past been urged to retire, who were thought to be too expensive and likely to be too costly on the company insurance plan, are now being viewed in a different light.

Few companies can find better workers who have the needed experience and knowledge and a better work ethic among the younger generations.

So AARP has found some of these companies who are willing to find and keep older workers.

Visit www.aarp.org/featuredemployers for a list of employers nationally who appreciate mature workers.

Companies such as Home Depot, Walgreen Co., Comcast Cable, Cingular Wireless and Verizon, all of which operate in the state.

Arkansas is one of four states partnering with AARP in the pilot program — Arizona, Iowa and Mississippi are the others.

Clearly, older workers can offer a lot. Arkansas company executives need to take note of the changes ahead and help keep these valuable workers by offering part-time or flex-time employment, possibly keeping them as consultants, and even offering health benefits.

It will be worth it in the long run.