在美国，每天都有超过1万人迈过65岁门槛——曾有几十年，这是标准退休年龄。一般认为，从50岁开始，最晚不超过70岁，人们就该结束职场生涯，开始享受生活了。但近20年来，这一规则发生了重大变化。根据人口学家吉姆·奥本（Jim  Oeppen）和詹姆斯·沃佩尔（James Vaupel）的研究，现在60岁的人中有一半将活到至少90岁。（参见琳达·格拉顿（Lynda  Gratton）和安德鲁·斯科特（Andrew Scott）合著的《百年人生》（The 100-Year  Life）一书。）而同时，企业和政府承诺养老送终的时代已经结束。由于这一变化，以及其他原因，管理者开始重新思考“退休”的含义。

Every day in the United States more than 10,000 people turn 65. For decades this was the typical retirement age. Starting in their early fifties, but certainly by age 70, people were expected to end their careers and embrace a life of leisure. But in the past 20 years, that paradigm has shifted dramatically. Half of today’s 60-year-olds will live to at least age 90, according to Lynda Gratton and Andrew Scott, the authors of The 100-Year Life, which draws on the research of demographers Jim Oeppen and James Vaupel. Meanwhile, the era of corporate and government pension plans that promised lifetime financial security is over. For this and other reasons, many executives are now rethinking what it means to retire.

研究者投入大量时间分析组织如何应对这一新趋势并从中获益。老龄化问题专家肯·迪赫瓦尔德（Ken Dychtwald）在2004年《哈佛商业评论》的一篇文章中主张，企业应打破传统退休观念，在企业文化中强调经验的价值，并制定灵活的工作安排和离职方案，以保证高龄员工的投入度。

Researchers have spent a great deal of time investigating how organizations should respond to (and take advantage of) this trend. Indeed, a 2004 HBR article coauthored by Ken Dychtwald, an expert on aging, argued that companies should “retire retirement,” keeping older workers engaged by creating cultures that value experience and allowing flexible schedules and exit plans.

在与管理者合作的过程中，我们开始对当下人们的退休方式感兴趣。为了解各类人的不同选择，我们与约克大学的耶莱娜·基奇克（Jelena Zikic）合作，对100名新近退休或积极计划退休的企业管理者（包括高管）进行深入访谈。为更全面了解当下职场人士的退休状况，我们还采访了相关行业（包括金融服务、资源和高科技制造）24家企业的人力资源专家。我们选择研究管理者，是因为他们的离开会给组织带来重要影响，还因为他们经济状况相对较好，能更自由地选择退休的时间和方式。

In our work with executives, we’ve also become interested in how individuals are approaching 21st-century retirement. To explore the different paths being taken, we partnered with Jelena Zikic of York University to conduct in-depth interviews with 100 executives and managers who had recently retired or were actively considering it. We also interviewed HR professionals from 24 companies in the sectors where most of our study participants worked (financial services, natural resources, and high-tech manufacturing) to get a broader view of retirement today. We focused on managers because their departures have important organizational implications, and these people are more likely to have the financial means to make choices about when and how they retire.

与传统理论和成见不同，我们发现个人对于退休的观点和做法非常多元。我们将在下文中介绍这些发现，以及从中总结出的4项指导原则，希望帮助各年龄段人士规划好职业生涯“下半场”。这4项原则是：顺势而为；找到意义；转变角色和投身公益。

We found much more variation in these individuals’ opinions and experiences than traditional theories and clichés had led us to expect. In this article we summarize our findings. From the insights gathered, we’ve extrapolated four guiding principles that should help people of any generation navigate their late-career journeys: Prepare to go off-script; find your own retirement metaphor; create a new deal; and make a difference.

顺势而为

Prepare to Go Off-Script

我们从管理者的讲述中发现，很少有人一到年龄或满足退休条件，就彻底从全职工作转变为退休状态。告别职业生涯的方式有很多，而且没有固定时间表。虽然有些管理者“遵从传统程序”，但其他人退休的原因包括：发现“合适的时间窗口”；由于健康等原因“顿悟”，将生活重心从工作上转移开；“兑现”，拿钱走人；由于组织的变化感到“幻灭”；受到“排挤”，被迫离开所在职位或公司。总之，很多因素影响受访者的退休方式。

In listening to managers tell their stories, we discovered that very few had made a clear-cut, irrevocable shift from full-time work to retirement when they reached a certain age or eligibility. Their careers ended in many ways, often on unpredictable timetables. While some managers did describe “following the [traditional] script,” others talked about “identifying a window” of opportunity when retirement felt right; “having an epiphany” because health or other events prompted a reorientation away from work; “cashing out” with a generous package; “becoming disillusioned” by organizational changes; and “being discarded”—essentially pushed out of a job or an organization. In sum, a number of factors influenced the way their retirements played out.

路易斯（56岁）是一家跨国电信企业主要事业部的总经理，在公司工作了32年。由于不认同公司新任命的CEO，他决定提前退休。虽然为一项改组工作多留了两年，但他一找到机会就马上离开了。阿兰（49岁）是一家制造企业的区域销售经理，业绩卓著，评价很高，他的经历有些类似。经过资产重组，公司大股东变更，他有3个选择：平级调动到另一个工作地点；降职；提前退休，领取补偿。虽然一开始觉得退休还太早，阿兰最终认为提前退休最符合自己利益。

Consider Louis, 56, the general manager of a large division of an international telecommunications firm, who had spent 32 years at his company. He decided to retire earlier than expected when his employer appointed a man he didn’t respect to be the new CEO. Although Louis stayed on for two years to help with a reorganization, he left as soon as he felt he could. Alan, 49, a successful and well-respected regional sales manager for a manufacturing company, had a similar story. After his firm changed ownership and was restructured, he was given three options: a lateral move involving geographical relocation, a demotion, or an early retirement package. Although he initially felt he was too young to retire, he decided it would be in his best interest to accept the package.

这里得出的经验是，很少有人能完全掌控自己职业生涯结束的时间和方式，所以我们必须准备顺势而为。公司的并购重组、高层人事变动、战略方向变化，甚至生活中的意外事件，都可能让你决定退休，或至少开始为此做准备。无论退休计划多么周全，事情的进程很可能和你预期的不同。

The lesson here is that few of us will have complete control over when and how our careers end, so we should all get ready to improvise and adapt. Mergers and acquisitions, shifts in management or strategic direction, restructurings, and unexpected personal events may not lead to an immediate exit, but they can set things in motion. No matter how well thought out your plan for retirement may be, there is a good chance things won’t turn out exactly as you’d hoped.

找到意义

Find Your Retirement Metaphor

管理者谈论退休时使用的词汇很多元：退休可能是对工作压力的“治疗”，告别日常重负的“解放”，或远离高强度工作的“减速”。这些比喻都适用于吉姆。父亲40多岁去世，吉姆不想步其后尘。由于担心健康问题，他刚过50岁就从一家跨国公司CEO的职位上退休。也有人从退休中看到“重生”或“变革”的机会。玛格丽特曾在一家消费品公司负责营销和战略规划，工作压力很大。她选择离职，到一家著名商学院担任驻校导师。还有人将退休视为职业生涯的“里程碑”，担心职业身份的“丧失”，希望“坚守”，继续发挥专长。比尔属于最后一种，他是地质学家，从工作25年的石油公司退休时还相当年轻，之后决定和同事一起创办一家采油公司。

Managers use a variety of language when talking about retirement. Some think of it as detox from work stress, liberation from the daily grind, or downshifting from a demanding career. Those metaphors all aptly describe the experiences of Jim, who retired from his position as the CEO of an international company when he was barely 50 because of a health scare. His father had died in his forties, and Jim didn’t want to follow in his footsteps. Others envision a renaissance in their lives or a chance at transformation. Take Margaret, who stepped down from a demanding job in marketing and strategic planning at a consumer goods company to become an executive-in-residence at a prestigious business school. Still others regard retirement as a milestone in their career, worry about the loss of professional identity, or imagine staying the course and continuing to put their skills to use. A good example of the last is Bill, a geologist, who retired quite early from the oil company that had employed him for 25 years but soon decided to resume work by starting an oil-drilling venture with a colleague.

但实际退休后，人们的想法通常会变化。有人一开始将退休视为解放，随心所欲地玩高尔夫、桥牌或游艇，但之后可能向“坚守”、“变革”或“新生”方向发展。继续看吉姆的故事。退休的头几年，他只求清静，想从工作压力中恢复过来，但也开始怀念之前荣光职业的某些方面。他先将精力转向家庭，但最后重回职场，开始为年轻管理者提供指导。

As people grow into retirement, however, their perspective on it often evolves. Some who initially see it as, say, liberation—the freedom to pursue golf or bridge or take cruises—can move into staying-the-course, transformation, or renaissance modes. Consider the rest of Jim’s story. His first years of retirement were about unwinding and recovering from an all-consuming job, but he also began to miss aspects of his high-flying career. He first turned his attention to his family but eventually resumed a professional life coaching ambitious young managers.

我们在研究中发现，对退休采取灵活态度、在不同“意义”间切换的人，能够找到适合自己的退休方式。所以，即将面临这一人生重大转变的人，尤其应该思考一下“退休”对自己的意义：你脑海中出现哪些情景？上述这些比喻是否符合你的梦想和愿望，或者你另有想法？重点在于，你必须更好地了解自己、你对工作和生活的态度、你未来想成为的人，以及所有新机会和可能性。

In our research we found that individuals who take a flexible approach and are willing to shift from one metaphor to another are able to craft a retirement that feels right for them. So, especially if you’re approaching this major life transition, take a moment to reflect on what it means to you. What images pop into your mind? Which, if any, of the metaphors we’ve described match your dreams and desires? If none of them resonate, is there another path for you? The idea is to better understand yourself, your perspectives on your work and your life, who you want to be going forward, and all the new activities or identities open to you.

同时要记住，你在退休后可以有多重身份。这种多元性对未来世代更加重要。据格拉顿和斯科特预测，现在20岁的人有50%可能活到100岁，40岁的人活到95岁的概率同样有50%。即便75岁退休，你也可以尝试不止一种退休生活。

Remember, too, that you can travel multiple paths in retirement. That versatility will be even more important for future generations. According to Gratton and Scott, people who are 20 years old today have a 50% chance of living to 100, while those who are 40 have the same odds of reaching 95. Even if you end your career at 75, you will probably want to try more than one type of retirement.

转变角色

Create a New Deal

很多职场人士不选择彻底退休，而是留在原公司承担新角色，工作时间安排和职责都有较大变化。丹尼尔是一家金融机构的高管，和公司商定改为兼职工作。现在，他半个月在海边小屋钓鱼打猎，半个月在公司总部担任“思想领导者”，辅导新晋管理人才。我们采访的另一位资深管理者则提议与另外两位同事分担一份工作：他自己想退后一步，同时保持工作状态；另两位同事孩子还小，希望在工作之余有更多时间陪伴家人。他们所在的高科技公司同意了这个方案。

Rather than completely retiring, many professionals are striking deals to stay on at their organizations with redesigned schedules or responsibilities. Take Daniel, a senior executive at a financial institution who negotiated to continue his employment on a half-time basis. Now, for two weeks a month, he retreats to a fishing-and-hunting cabin in the coastal wilderness. But for the other two weeks, Daniel returns to corporate headquarters as a “thought leader” and mentor to up-and-coming executives. Another seasoned manager who participated in our study proposed a three-way job share with two colleagues who had young children. He wanted to step back but stay engaged; his coworkers wanted to keep developing their careers on family-friendly schedules; and their high-tech firm agreed to the plan.

很多高管采取逐步退休的方法，逐渐减少工作时间，同时将他们的知识和责任传递给后来者。马克是一家林业公司的高管，已经到退休年龄，公司同意他将工作时间减至原来的60%，让他可以处理自己的健康问题，同时继续帮助公司，特别是指导两组管理者，以及参与制定继任计划。还有一个选择，就是与原雇主按合同制继续合作，这会使双方受益：员工能得到报酬和继续工作的机会，公司则留住了专业技能。彼得是银行高管，50多岁退休，而半年后公司又给了他一份短期合同，请他做擅长的小企业贷款业务。

Often executives take a phased retirement approach—gradually reducing their hours while helping to transfer knowledge and responsibility to their successors. For example, after reaching his pensionable retirement age, Mark, a senior forestry executive, negotiated to work on a 60% basis. That way, he could keep contributing to his company—in particular, by mentoring two teams of managers and helping with succession planning—but also respond to some pressing health issues. Over time he cut back his hours. Another alternative is to arrange contract work with a former employer. Such deals benefit both the individuals (who receive compensation and the opportunity to reengage) and the organization (which can recapture lost expertise). Six months after Peter, a banker in his midfifties, retired, his former employer asked him to return on a contract basis to fill a role requiring his unique small-business-loan expertise.

亚当则走了另一条路：50岁出头时申请离开两年去做市议员，之后回公司工作一段时间，56岁正式退休，然后开始领导一个大型社区组织。

Yet another exit path was taken by Adam, who in his early fifties requested a two-year leave of absence to serve as a city councillor. He returned to his firm for a time and then at age 56 formally retired from it, going on to lead a large community organization.

我们认为，任何考虑退休的人都应探索继续工作或离职的可能方式。仔细审视一下你的工作内容，你的独特经验、技能和知识，以及雇主对你的看法。回顾你承担过的不同角色，完成过的项目，以及你贡献最大、自我感觉最好的工作领域。

We encourage anyone considering retirement to explore different ways of staying or leaving. Take a hard look at what you do, at your unique experience, skills, and knowledge, and at how your employer views you. Reflect on the various roles you’ve had, projects you’ve completed, and where you’ve made the most meaningful contributions and felt most satisfied.

不是所有组织都能提供新颖、定制化的工作安排，但灵活处理的空间还是比想象的大。一旦你想清楚愿意做的工作以及期望的时间安排，就可以先和上司或人力部门非正式地沟通。如果他们不愿做灵活安排（无论是继续工作还是逐步退出），或无法提供你希望的条件，你可以考虑接触愿意提供这种灵活性的组织。

Not all organizations can facilitate innovative, one-off work roles or arrangements, but there may be more room to maneuver than you think. Once you have a good sense of the contribution you would like to make and your preferred schedule, broach the idea informally with your superiors or human resource managers. If they’re unwilling to explore flexible options for staying on or transitioning out or to provide what you’re looking for, consider reaching out to other organizations, which may be delighted to offer that flexibility.

投身公益

Make a Difference

安德鲁·卡内基曾说，人生前三分之一应该学习，中间三分之一赚钱，最后三分之一用于给予。或许因此，退休一直被看作投身公益的起点。不过我们发现，现在退休者对社会的贡献远不止捐钱。来看几个例子：哈利从事造纸行业，从工程师做到工厂管理者，60岁出头时意外被解雇后，开始帮助高中辍学者学习一技之长；琳达是管理培训专家，在一家银行工作了28年，50岁退休后回到大学学习国际发展，准备为非洲艾滋孤儿建立孤儿院；西尔维娅是成功的投资银行家，因为厌倦了工作早早退休，义务担任一家大型文化机构的财务总监；加里是电信企业高管，离开公司后创办了一家帮助社会创业项目筹资的机构。

Retirement has long been seen as a time when people turn to philanthropic pursuits, perhaps following Andrew Carnegie’s advice to spend the first third of your life getting educated, the second third getting rich, and the last third giving the money away. But we found that many of today’s retirees are making much more than financial contributions to society. A few examples: After unexpectedly being fired in his early sixties, Harry, an engineer-turned-plant-manager in the pulp-and-paper industry, started working with high school dropouts to help them acquire marketable skills. Linda, a management training and development expert with 28 years of experience at a bank, retired at 50 and then went back to college to study international development with the intention of founding an orphanage for African children who’d lost their parents to AIDS. Sylvia, a successful investment banker close to burnout, retired early and took a big (unpaid) job as treasurer on the board of a major cultural institution. Gary, a telecommunications executive, left his position to launch a new venture to fund start-ups with social missions.

如果寿命大大延长，精神和身体状况俱佳，将专业技能束之高阁、选择退休就不一定是好选择。现在到退休年龄的人，已经开始用自己的知识和技能服务社区以至整个世界，这个趋势将在未来世代身上体现得更明显，尤其是在社交方面非常活跃的千禧一代。即便你厌倦了一直从事的工作本身，你的领导力、团队合作和项目管理能力也可能大有用武之地。退休不是结束而是开始——你现在有机会去尝试和探索，追求你真正看重的事业，甚至留下一份全新的遗产。

When you expect to live much longer, in better mental and physical health, the idea of shelving your expertise in retirement no longer makes sense. The new precedent—one that will no doubt be embraced by future generations, especially the socially conscious Millennials—is for retirees to leverage their knowledge, skill, and talent to make a difference in their communities or the world. Even if you’re tired of the specific work you’ve been doing, your leadership, teamwork, and project management know-how can be applied to a host of other activities. Retirement is not an end but a beginning—an opportunity to experiment and explore, to engage in pursuits you value, and perhaps to reinvent your legacy.

原文：Next-Gen Retirement

希瑟·沃夫（Heather C. Vough） 克里斯汀·巴塔耶（Christine D. Bataille） 莱莎·萨金特（Leisa Sargent） 玛丽·李（Mary Dean Lee） | 文

希瑟·沃夫是辛辛那提大学Lindner商学院助理教授。克里斯汀·巴塔耶是伊萨卡商学院助理教授。莱莎·萨金特是新南威尔士大学商学院教授。玛丽·李是麦吉尔大学Desautels 管理学院荣休教授。

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