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The Challenges

Navigating Strategic Workforce Development in the Longevity Economy

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Proposal · Public sector · 2026
Futurythm Hub

Case Study

Large Organisation Challenges

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The challenge
Of the workforce is aged 58-65
0%
Approximately 3,000 colleagues will reach retirement within the current planning horizon.
0
People approaching a decision most of them have never been helped to prepare for.
“This is not an HR exercise. It is operational continuity.”
Every unplanned exit is a service, a relationship, and a workaround that nobody wrote down.
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Two populations, two realities

One cliff. Two very different conversations.

Frontline Staff
84% male · identity-led
  • Strong identity tied to the role, the team, the daily routine.
  • Reluctant to step down to part-time - it reads as loss, not choice.
  • Service demand is growing, so the operational need is rising, not falling.
  • Retirement feels like an ending rather than a transition.
Corporate Staff
Hybrid · knowledge-led
  • Hybrid working has quietly broken informal knowledge transfer.
  • Corridor learning and shadowing no longer happen by accident.
  • Early disengagement in the final years before a known exit date.
  • Expertise is deep, undocumented, and highly individual.
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The knowledge risk

What the organisation knows
lives in people.

0
Frontline staff holding service, customer and community knowledge
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Operational site staff holding process and throughput knowledge
0%
Of organisational knowledge is tacit - it leaves when people do
Plus the corporate layer, where a single leaver can take a decade of supplier, regulatory and systems context with them.
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Succession pressure

The three-year hiring plan
depends on hard numbers.

0%
Of eligible retirees must signal intent
0
Eligible retirees in scope
0wk
Hiring process, start to finish
0yr
Forward hiring plan to protect

Intent cannot be extracted with a single communication. It is disclosed when people feel supported, informed, and in control of the decision - which is exactly what the Futurythm process is designed to create.

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Where current planning stalls

Good intentions, low uptake.

Outreach letters
Arrive as an administrative prompt, not an invitation to think.
Voluntary HR conversations
Read as a signal about your future, so people avoid them.
External retirement course
Financial and generic - it starts far too late to change anything.
The ambition is right: every leaver should feel fully supported. The mechanism is what needs to change.
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The Solution

Futurythm - Positively Reframing Transition Planning

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The Futurythm Pulse

The Futurythm Pulse - improving confidence, agency and accountability for transition planning.

Who are you without the team, the title and the trappings?
How are you creating a fulfilled life?
Beyond the money, how are you investing in your future?
+0%
Average confidence uplift
0/10
Pillars improved or held
0mins
Time invested per person
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The Futurythm Framework

Ten pillars of confidence.

The ten intrinsic pillars that shape how a colleague feels about their next decade - and the levers that move them.

01
Pension Pot
02
People
03
Place
04
Performance
05
Purpose
06
Personhood
07
Positioning (Ageing)
08
Positioning (Retirement)
09
Pleasure
10
Passion
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The Futurythm solution

Stop planning exits.
Start developing people - from 43.

Retirement readiness is a twenty-year development arc, not a twelve-month administrative process. Beginning at 43 turns a defensive conversation into a career one - and gives the organisation two decades of usable signal instead of twelve weeks of notice.

From
Exit planning at 60
To
Personal development from 43
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Futurythm12 / 19
Inclusivity by design

Union-ready. Gender-aware.

Union precedent already exists

Previous public sector pilots have established that a structured, voluntary development programme can be delivered with union partnership rather than around it. We design the pilot the same way: transparent scope, no exit pressure, participation on the employee’s terms, outcomes shared with representatives.

Women face a different arithmetic

Career breaks, caring responsibilities in both directions, and smaller pension pots mean the retirement conversation is not gender-neutral. The framework surfaces these differences in the data instead of averaging them away, so support can be targeted.

Men face a different connection

While men are statistically better prepared financially for retirement, they are often missing the depth and richness of social connection and a clear sense of identity outside the workplace.

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The Product

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The toolkit

Four instruments, one holistic system.

01
Longitudinal attitude survey
Tracks attitudes to work, ageing and retirement across five generations. €10,000 entry point.
02
Futurythm Pilot
50-person pilot, 3 levels of seniority, measured impact. €50,000.
03
Futurythm Wisdom Transfer
A 12-month programme for cross-generational mentorship producing a 'Living Wisdom Bible' for the organisation. €50,000.
04
Futurythm Forum
Immersive, 1/2 day in-person workshops awakening purpose and possibility in life after work. With playful, whole-human exercises. €350 pp.
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Protecting what they know

Twelve months to move
knowledge out of heads.

Map
Identify the roles and individuals holding single-point-of-failure knowledge.
Pair
Cross-mentorship pairs across generations - both directions, both learning.
Capture
Service, process and relationship knowledge written into the “Wisdom Bible”.
Refresh
The Wisdom Bible is reviewed and updated annually, so it never goes stale.
Hybrid working removed the accidental transfer. This puts it back on purpose, with an artefact at the end of it.
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Futurythm16 / 19
The pilot

Fifty people. Three tiers. One controlled comparison.

0
Employees across roles and seniority
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Engagement tiers
€0
Total pilot investment
€0
Per person, in-person workshop
Digital tool cohort
Survey plus self-guided Pulse. Tests reach, scalability and cost per head across a 3,000-person population.
Live workshop cohort
In-person reflection and coaching. Tests depth of shift, disclosure of intent, and uptake among frontline teams.
Both cohorts measured on the same pillars, so the comparison is real.
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Futurythm17 / 19

The Impact

Answering the questions your board and unions will ask

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Futurythm18 / 19
What we will measure

Evidence you can take
to the board, executive and the unions.

+0%
Confidence uplift across the ten pillars
0mo
Knowledge transfer cycle completed
0
Generations captured in the attitude survey
0yr
Hiring plan de-risked by earlier signal
Targets set together at design stage, validated through focus group feedback at pilot close.
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Futurythm19 / 19
Next steps

Leading the national conversation on our ageing population and setting the
gold standard.

01
Review
We share the sample survey and the framework link for your review.
02
Assess
We assess fit, scope and costs together against your hiring plan.
03
Design
We design the 50-person pilot with measurable outcomes and focus group feedback.
Contact us→Take your Futurythm Pulse
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