At this online workshop on 26 June, we focused on longevity and its implications for the later stages of employment and the post-employment stage.

Most organisations still operate under a mental model developed about a century ago: education, work, and retirement. Yet people are living longer, staying healthier and often want to remain engaged well beyond traditional retirement. This creates opportunities—and responsibilities—for employers, employees and society alike. We explored how leading organisations are beginning to respond.

As EFMD’s Corporate Services Director, I kicked off the session with a few introductory remarks on why it is increasingly important for employers to help their employees prepare for a long and healthy life after retirement. Managers and staff might want to develop a portfolio of activities to generate additional income, if necessary, but foremost to remain socially connected and contribute to society.

Then Laurent Choin, the newly appointed CHRO at Accor group and board member at EFMD, shared the story of ‘The Next Curve’ programme that he developed at his previous employer ForvisMazars.

236 of a total of about 1200 partners at the auditing firm were approaching retirement within an eight-year horizon, i.e., within two terms of four years each. Partners are expected to leave at 65 and make space for the next generation, which is part of the business model. However, partners are not employees and cannot be told what to do. They must be motivated early enough to build a portfolio of engagements beyond being a partner, which is somehow counterintuitive.

ForvisMazars removed exclusivity clauses in employee contracts and designed a development programme for this partnership population covering  various aspects of career transitions, drawing on the work of Handy, Wittenberg-Cox, Robbins and Goldsmith. Interviews with all targeted partners led to a series of ten webinars, listed in this screenshot.

In the following discussion, it became clear that the programme must be credibly positioned, led by a role model, and be offered early enough for participants to have time to build a next curve of meaningful and fulfilling activities post-retirement. Cases from other companies were shared.

Participants agreed that such trailblazing programmes should increasingly become the norm. Employees must be encouraged and enabled to regularly move jobs internally (and externally) and to engage in activities outside work, for the sake of individual and organisational agility and a fulfilling life as a retiree.

Highlights and materials from this workshop (including the recording) are available in the Corporate Digital Library.

EFMD company members can request free access to this library if they have not yet done so. Guests from other companies can ask for temporary access by contacting Natalie Altincizme.

Save the date! Our next Sharing Best Practice Workshop for corporate members and invited guests will take place on 6 November 2026.

For additional insights, announcements and perspectives, visit the conversation on the Corporate Learning.