Futurythm01 / 17

The Challenges

Navigating Strategic Workforce Development in the Longevity Economy

Age of longevityfuturythm.hub
Futurythm02 / 17
Proposal · GNI · 2026
Futurythm Hub

Case Study

GNI Case Study

Use ↓ / ↑ or space to advance
Age of longevityfuturythm.hub
Futurythm03 / 17
Workforce & Knowledge Challenges

Workforce & Knowledge Challenges at GNI

50 years' legacy, extremely low attrition. Average tenure still 14+ years.
Nearly 1 in 5 employees set to retire in next decade, mostly technical staff.
Critical operational expertise is unwritten and field-based. Apprenticeships cannot replace decades of hands-on knowledge.
Technical staff resistant to mentoring/coaching roles, often seen as a demotion rather than a legacy opportunity.
Limited internal mobility; staff 'make a life' with GNI. Identity is rooted in the job, not just the company.
Age of longevityfuturythm.hub
Futurythm04 / 17
Retirement Reality & People Impact

Retirement Reality & People Impact

Retirement at GNI is abrupt: hard stop at 67, with some extensions. 'Wednesday you work, Thursday you are out.'
Retirement support starts late (mid-fifties), often feels like being 'pushed out' rather than celebrated.
Strong reports of 'role grief,' loss of identity, and post-retirement health decline.
Wellbeing can suffer more from exclusion than overwork. Loss of daily community is acute.
Recruitment is tough. Sector seen as less attractive among new talent.
Age of longevityfuturythm.hub
Futurythm05 / 17
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.
Age of longevityfuturythm.hub
Futurythm06 / 17

The Solution

Futurythm - Positively Reframing Transition Planning

Age of longevityfuturythm.hub
Futurythm07 / 17
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
Age of longevityfuturythm.hub
Futurythm08 / 17
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
Age of longevityfuturythm.hub
Futurythm09 / 17
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
Age of longevityfuturythm.hub
Futurythm10 / 17
Inclusivity by design

Union-ready. Gender-aware.

Union precedent already exists

Previous large organisation 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.

Age of longevityfuturythm.hub
Futurythm11 / 17

The Product

Age of longevityfuturythm.hub
Futurythm12 / 17
The toolkit

Six instruments, one holistic system.

01
Data and Insights
Tracks attitudes to ageing and retirement across five generations. We map societal attitude shifts by sector and Benchmark you with other organisations.
02
Futurythm Pilot
50-person pilot, 3 levels of seniority, measured impact.
03
Futurythm Wisdom Transfer
A 12-month programme for cross-generational mentorship producing a 'Living Wisdom Bible' for the organisation.
04
Futurythm Forum
Immersive, 1/2 day in-person workshops awakening purpose and possibility in life after work. With playful, whole-human exercises.
05
Futurythm Communicating Positivity
Through our content channel engaging and advocating with thought-leaders, role models, media and policy-makers for Workforce Age Equity.
06
Community and Continuity
Annual organisational programming building purposeful connections for continued contribution and a meaningful post-career life.
Age of longevityfuturythm.hub
Futurythm13 / 17
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.
Age of longevityfuturythm.hub
Futurythm14 / 17
The pilot

Fifty people. Three tiers. One controlled comparison.

0
Employees across roles and seniority
0
Engagement tiers
Digital tool cohort
Survey plus self-guided Pulse. Tests reach, scalability and adoption 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.
Age of longevityfuturythm.hub
Futurythm15 / 17

The Impact

Answering the questions your board and unions will ask

Age of longevityfuturythm.hub
Futurythm16 / 17
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
Benchmarking - track and map attitudes across five generations at work
0yr
Hiring plan de-risked by earlier signal
Targets set together at design stage, validated through focus group feedback at pilot close.
Age of longevityfuturythm.hub
Futurythm17 / 17
Next steps

Leading the workforce conversation on the longevity economy.

01
Review
Survey and framework link for your review.
02
Assess
Fit, scope and alignment to your hiring plan.
03
Design
50-person pilot with measurable outcomes and feedback.
Contact us→Take your Futurythm Pulse
Age of longevityfuturythm.hub
01 / 17