Listen to Episode 1: Finding a Job After 50
Interview with Kerry Hannon, who is a career expert, author and Next Avenue blogger
Summary:
Advice on dealing with age discrimination, changing careers, working part-time in retirement, encore careers, job interviews, resumés, LinkedIn, networking, where the jobs are, job boards and becoming a consultant. Read the detailed show notes from this episode.
Details About This Podcast:
Kerry Hannon, a Next Avenue blogger and the author of books including Great Jobs for Everyone 50+, Getting the Job You Want After 50 for Dummies, What’s Next: Putting Your Passion and Your Dream Job in Your 40s, 50s and Beyond offers practical advice on finding a job after 50.
She explains how to combat age discrimination from employers by proving you are up for the job; the best ways to make a career change successful; how to find fulfilling part-time work in retirement; switching to an encore career for the greater good; preparing for 21 century job interviews; the keys to a winning resume; how to use LinkedIn and network to find your next job; riding the “age wave” to find a job in a hot field and how to become a consultant as your second act.
Read These Kerry Hannon Articles From Next Avenue:
How to Keep Working Into Your 60s and Beyond
Laid Off? Tell the World on Social Media
7 Ways to Find Career Satisfaction After 50
Kerry Hannon Books:
Great Jobs for Everyone 50+
Getting the Job You Want After 50 for Dummies
What’s Next? Finding Your Passion and Your Dream Job in Your Forties, Fifties, and Beyond
More from Kerry Hannon: 
Kerry Hannon Website: Kerryhannon.com
Follow Kerry Hannon on Twitter @KerryHannon 
Like Kerry Hannon on Facebook
Connect with Kerry Hannon on LinkedIn


Your Next Avenue: Season 1, Episode 1 Podcast Notes

A story caught my attention on the NBC Nightly News a few months back. It was about Clockwork Active Media, a Minneapolis, Minn.-based digital strategy agency and its 75 employees say they love, love, love to work.
Clockwork staffers can come in and leave any time and their vacation time is unlimited as long as they get their work done. Ice-cold beer is always on tap and the employees can bring in their kids whenever they want. “WE LOVE MONDAYS,” is emblazoned across the company’s home page and “it’s true,” says CEO Nancy Lyons.
Great for them. Most employees, however, aren’t so lucky. Just four in 10 are highly engaged, according to the Towers Watson 2014 Global Workforce Study. Little wonder that Americans are quitting their jobs at the fastest pace since early 2008, according to a U.S. Labor Department survey.
But I believe there are a few ways you can fall in love with your job even if you don’t like it right now. (In fact, I’ve written a new book to inspire you: Love Your Job: The New Rules for Career Happiness.)
When I hear people whining about their jobs or their boss I want to shout: suck it up! Do something about it. Stop being a victim. If you can make it work where you are right now, you’ll save yourself a lot of trouble.
Here, taken from my  book, are 10 ways to do it:
1. Focus on what you like about your work and ramp it up. This will give you the strength to tackle the tough parts. Consider things like your coworkers, your (perhaps only occasionally) stimulating assignments, opportunities for learning, the respect you engender and the perks —  whether that’s cold beer or a 401(k).
2. Make a change — even a small one. Boredom is often at the root of unhappiness at work. So take a single step toward modifying what’s getting you down. Challenge yourself to look for one area that would give you more joy at work and then make it happen. If you persistently add worth to what you bring to the job, chances are your boss will notice and reward you for it.
One way to do this: sign up for continuing education or professional development programs offered by your employer. When you acquire knowledge, you notice the world around you. Your mind turns on.
As author Bruce Rosenstein writes in Create Your Future The Peter Drucker Way, it’s your responsibility to “remain relevant” in your work. Rosenstein told me: “Drucker [a management guru] believed that education never ended for a successful knowledge worker.”
3. Declutter your office. When people feel low on energy, often it’s because they’re not clearing out as they go. Their inbox is overflowing. Their desk is a disaster. Their file drawers are jammed.
Decluttering is liberating and empowering. Says career coach Beverly Jones: “You are saying, ‘This is valuable, this is not.’ It’s a physical, practical way to engage in making decisions about your life and what you want to do with it.” Getting rid of stuff brings a new perspective, she adds.
4. Find a positive image to inspire you and help you cope with a job. I call mine “going to my happy place.” I close my eyes and visualize a green field in the Virginia countryside with a sweeping view of the Blue Ridge Mountains. I go there in my head and sit. It calms me down, I feel peaceful and my attitude shifts.
If you want a more concrete focal point, tape a picture of a special image on your office wall, away from your computer and phone. That way, you’ll have to turn to look directly at it, which can be transporting. The very action of directing your attention away from your work opens up the door in your day for a respite, a restart, and a new view. It’s reviving and centering at the same time.
5. Volunteer — either through work or on the side. Helping out at a nonprofit gets you out of your own head and that swamp of negativity and lets you gain perspective on others’ needs. When the volunteer effort is initiated by your employer, it builds relationships with co-workers (and perhaps your boss), as you work side-by-side to make a difference.
Check with your HR department or supervisor to learn about volunteer projects that may already be in place and how you can get involved.
6. Get up to speed on your field. If you become complacent about trends, you’ll get left behind. Then, when new and interesting opportunities do arise at work, you might not be nimble enough to grab them.
Make a practice of reading trade publications. And set up a Google Alert to notify you about the latest news in your industry. Being in the know can inspire you to think of projects you might be able to nominate yourself for at work or start on your own.
7. Raise your hand and ask for new duties. Dissect your current position to pinpoint a new responsibility you can add that will refresh your focus and maybe even scare you a bit. Keep your ear to the ground to get the scoop on positions opening up or emerging projects — even if they’re short-term. Then throw your name into the hat.
Say "yes" to new assignments. If you’re worried you’re not up to the task, accept the invitation gracefully and with confidence and then get moving to figure out how to do it. The adrenaline will charge you up and when you succeed, the rewards will be internal and external.
8. Explore finding joy around the edges. For example, if you have a musical bent, form a band with a group of coworkers to play music or start an a cappella group. Maybe you can arrange to play gigs gratis at local assisted living and nursing homes or hospices.
As Richard Harris wrote on Next Avenue, The National Institutes of Health, for example, has the N.I.H. orchestra, drawing on the musical talents of its staff around Bethesda, Md. Marsh & McLennan Companies, a global professional services firm, has an employee choir: The MMC Chorale.
Alternatively, if your interests are more physical, join or organize a company team sport— say, softball, kickball, or bowling. Or create a walking, biking, or running group with co-workers.
9. Look into telecommuting. When it comes to what makes people love their jobs, this is a biggie. Telecommuting employees are happier, more loyal and have fewer unscheduled absences, according to a survey by outplacement firm Challenger, Gray & Christmas.
Working from home without a boss hovering over you also gives you more flexibility to get your job done when you want and how you want. In my own research and interviews with hundreds of workers, I’ve discovered that more flexibility in scheduling day-to-day activities leads to greater happiness on the job. And this is especially true as you get older.
10. Finally, laugh more. A recent Gallup poll found that people who smile and laugh at work are more engaged in their jobs. And the more engaged you are, the happier and more enthusiastic you’ll be. This won’t just trickle down to the quality of your work; people will want to have you on their team. Plus: couldn’t we all use a laugh?


How to Love Your Job Even If You Don't Like It

Kerry Hannon

How do 25 years go by so quickly? My father used to call this phenomenon, “the collapse of time.” I’m feeling it. On the Fourth of July, my husband, Cliff, and I celebrated our 25 wedding anniversary, visiting the charming town of Asheville, N.C. The arrival of this signature anniversary made me think about what I have learned about couples and money over the years.
Kerry Hannon and Cliff Hackel on their wedding dayDon’t worry: there are not 25 tips. I’ve boiled them down to five that I believe are worth their weight in gold even on this “silver” milestone:
1. Splurge on experiences, not on things. As Cliff and I demonstrated in Asheville, doing new things together, such as exploring the world, has been a key to our marriage. It’s an investment in building shared memories and learning together that has stood the test of time.
We’ve traveled from China’s Great Wall to the Canadian Rockies, from Morocco to Mendocino, and scores of other places in between. Each year, we commit to doing at least one trip together; just us. We both travel a lot on business and visiting family and friends, so it’s important that we set aside time and commit the cash to making this part of the fabric of our marriage.
“What appeals to me is the discovery aspect of travel, not knowing what you are about to see,” Cliff says. “When you’re open-minded, almost anything becomes heightened because it’s new and different. “It’s seeing for the first time, especially if you can approach it in a non-touristy, accidental way and get a flavor for what it’s like to live there.”
Ditto. This discretionary spending bucket, though, is not just reserved for travel. We earmark these funds for other experiences, too, such as date nights to D.C. restaurants; movie and play tickets or to hear a concert by a musician we admire. We lose ourselves in the moment, but live on it for years.
Cliff and I believe that outlays on possessions and material objects aren’t terribly satisfying. You value them for a time, but the joy of the purchase fades pretty quickly. We prefer to shell out for experiences that truly make us happy over the long haul.
One caveat: We don’t have kids, and I realize that may make it easier to carve out together time from a personal and financial perspective.  But for the cash flow necessary to fund these experiences, try to set aside a set amount each month for your slush fund, Maybe schedule an automatic transfer from your checking into a liquid savings account each month for just these kind of expenses.
2. Go easy on debt. The only debt Cliff and I have had since we bought our modest house in Washington, D.C., just before our marriage, is an affordable mortgage. We still live in that same house, all these years later. All our credit cards are paid in full each month and we pay cash for our cars and drive them for years. My current auto has over 100,000 miles.
3. Maintain individual and joint accounts. We hold joint savings, checking and investment accounts. But we also have separate retirement accounts (which we’re diligent about funding) as well as separate bank and credit card accounts. This is vital, especially for women. Having your own accounts allows you to establish a good credit record of your own. I call this financial independence.
Keeping a few accounts individually also lets Cliff and me have autonomy for a portion of our spending, so we don’t have to ask permission to invest (within reason) in something we love or put money towards a hobby that sustains our work/life balance and inner ballast. For me, it’s my horse, Caparino Z; for Cliff, it’s tickets to sporting events and travels to spend time with his best pals who live in other parts of the country and the world.
4. Pull together as a team. Neither Cliff nor I plan to retire completely because we both love what we do. Lucky for us, we each run our own business (Cliff’s an independent film and television producer/editor; I'm a journalist/author/speaker) and have skills and careers that give us the ability to not have an age stamp. That said, throughout our marriage we have had cycles when one of us out-earns the other. Money is power, so we are mindful of how that shift can impact our equilibrium, even if it’s subtle.
When one person is carrying the load, there can be a subtle unexpressed resentment or a feeling of guilt by the other. This can fester, so we talk about it when appropriate and make adjustments in our spending accordingly. To quote Bruce Springsteen’s lyrics: “I'll wait for you. And if I should fall behind. Wait for me.”
5. Have regular money conversations. To be honest, these talks are stressful for me. Even after 25 years, I can easily swing into the ‘I can spend what I earn!’ mindset. But we’re in this together, so Cliff is firm about reminding me from time-to-time of that commitment. Importantly, we review our overall financial picture at least once a year with our financial planner; we rebalance our accounts, discuss new investments and marvel at how far we’ve come. In those meetings, we allow ourselves to dream a little too, about what our lives might look like a decade or more down the road and how much savings we might need to meet some of those goals.
The best part about being married: We are a team and each other’s biggest fans — as The Beatles sang, “the kind of thing that money just can't buy.”
Here’s the blessing Herbie Blinder, the Ethical Culturalist, who married us read to us on our wedding day:
Navajo Wedding Blessing
"Now you will feel no rain,
for each of you will be shelter to the other.
Now you will feel no cold,
for each of you will be warmth for the other.
Now there is no room for loneliness,
for each of you will be [a] companion to the other.
Now you are two persons, but there is [but] one life before you.
Go now to your dwelling place to enter into the days of your togetherness.
And may your days be good and long upon this earth."


Couples and Money Advice After 25 Years of Marriage

Kerry Hannon has written for Next Avenue about work and personal finances since the site was founded in 2012. The journalist, 61, recently became a Yahoo! senior columnist; launched "The Second Act Show," a biweekly streaming livecast with career coach John Tarnoff; and published a book, appropriately called "In Control at 50 Plus: How to Succeed in the New World of Work."
I recently chatted with Kerry, a longtime friend and colleague, to hear how and why older adults can take control in the new world of work, whether she thinks the hot job market has reduced age discrimination and to share lessons she learned after not getting another job recently.
Following are some highlights from our conversation:
Richard Eisenberg: Why did you call the book 'In Control at 50 Plus?'
Kerry Hannon: Often, we get to this stage in our lives, and we feel like we've lost control of our careers. And this is a time, especially coming out of the pandemic with all the workplace changes, that we have to step it up.
When you talk about the word career, some people might think that's for younger people. Tell me why that's not true.
The word 'career' is very loaded, right? I think of it as a path, and the path twists and turns. So, it's not necessarily moving toward something I'm going to do in thirty years. A career is just your body of work.
It's important to embrace your career. That's not just putting one foot in front of the other to get to the finish line, but to keep pushing that finish line back. Because that's what excites us.
If you're fifty or fifty-five, you could easily have twenty-five more years [of work] ahead of you if you choose to.
"Career transitions used to be just for outliers over fifty, but they're now part of the mainstream." 
Your book has a chapter called 'Older Workers Rock.' Tell me why older workers rock. 
We bring to the job this sense of stability, of loyalty, of being able to roll with the punches. This sense that an experienced worker brings of 'I've seen this, we're going to get through it.' There's this emotional and workplace intelligence we bring with us. We have the ability to work with people of different ages, because we've had to do that over the years.
You write about 'the new world of work.' What do you mean by that?
Many of these trends had started prior to the pandemic, but the pandemic has accelerated them.
For instance, career transitions used to be just for outliers over fifty, but they're now part of the mainstream. People are saying: 'I'm going to redeploy my skills in a new direction.'
Entrepreneurship for older workers really lit up in the last two years. Workers who were laid off or took early retirement and want to get back in are saying, 'I think this is my time to really try something new.' We're talking microbusinesses — side hustles that grow into something a little bit more.
Another big thing is online education, which has really changed reskilling, upskilling and making yourself a viable candidate to work in a new industry, to get a promotion or to move ahead in your work. There are so many new offerings online that sprung up during the pandemic.
Why is remote work such an important and enduring workplace change for people fifty-plus?
I think it's huge for fighting ageism because having the opportunity to work remotely allows you to keep from being judged based on your age. You are being judged on your performance and your productivity in a way that maybe doesn't happen when you're in the physical workplace.
Plus, if you have any health issues that make commuting difficult or for the workplace to be set up appropriately for you, being able to work remotely offers a whole window of opportunities.
Author Kerry HannonThere is a lot more contract work these days, where people get a job for a specific number of weeks or months. Is that good for older workers?
It's not necessarily a great trend for older workers. Part-time contract work is fantastic, and it keeps your resumé alive, but if you are still looking for health benefits or employer-provided retirement accounts, this is a dangerous place to go.
So, if you will be putting together a patchwork of part-time things, sit down with your accountant to figure out how to save for retirement and set yourself up for success.
With the hot labor market, I'm seeing signs that some employers are more willing to hire and keep people over fifty than before. Are you?
I'm seeing that to a certain extent. Some older people are coming back into the workplace.
But many employers used the pandemic to get rid of some of their older workers and they may not be offering them those opportunities. I think the challenges are there for older workers as much as they have ever been.
The fact is: You have to go that extra step and stand out even more than a younger worker might to show an employer why you can make a difference in their company.
How should people look for work wisely these days?
See what jobs are open on employers' websites, and then go to LinkedIn and say to yourself, 'Who the heck do I know that works there?' You still need that personal introduction to get in the door.
Chances are, you're not going to get a job from a job board posting. It's very hard to get through some of those computerized screeners. But if you can get someone to march your resumé down to the person in charge, you have a better chance.
"Ageism is more of a subject being discussed publicly. I think the more awareness we bring to it, the more opportunity there will be for older workers."
Some workforce analysts think this trend of employers hiring and keeping older workers will continue for a while because there aren't going to be enough younger workers. Others think that as soon as the job market cools down, we'll go back to the age discrimination we were seeing before. What do you think?
I think if you're there and keep raising your hand for new duties or showing that you're engaged in your work, they're going to keep you.
So, is age discrimination by employers over?
Ageism is more of a subject being discussed publicly. I think the more awareness we bring to it, the more opportunity there will be for older workers.
Your book has a section specifically for women over fifty. What do you think they need to know and what should they be doing that might be different than what you would tell men?
If you stepped out of the workplace for caregiving, you need to be able to explain that in a way to show that 'No, I didn't lose track of my work path. These are the skills I was honing during that time.'And there's the pay issue. We must work three times as hard as men to make sure we are being valued in the workplace.
For older women looking for jobs, find out what those jobs are paying. Go to websites like Glassdoor and PayScale that give you an idea. And reach out to everyone you know at employers you're considering to get a feel for what a certain position is paying.
How the Job Market Has — and Has Not — Changed 
What are some of the biggest changes in the job hunt compared to doing it twenty or thirty years ago? What should people be doing differently than the last time they looked for a job?
Don't just write down your previous job titles in your resumé. Include the duties you had and what you accomplished — the projects you brought in ahead of time and the quantifiable effects that you had in your jobs. It's a deeper dive of your accomplishments that you didn't need to do previously.
Also, don't put all your years of experience on your resumé. Keep it to the last ten years; keep it tight.
Should job seekers do more research about the employer than they might have done in the past? It's easier to do that now.
Absolutely. Your ability to seamlessly do this kind of research online has really ramped up. It's not hard to find out a lot of the current things in a Google search or by following the company on Twitter and LinkedIn. This shows that you're truly engaged and want to work there.
What's your advice for somebody thinking about starting a business?
Take it slowly. Do your research on what it is you want to do and how you are going to make a difference. Then, talk to people in that field. Most people are flattered to be asked for their advice.
If you can first volunteer or moonlight at that particular job, you will get a sense of whether it's really as dreamy as you expect it might be. And you need to be financially set up, because as an entrepreneur, you're probably not going to pay yourself initially. Or if you do, it's not going to be anywhere near what you made when you were with a full-time employer.
Be honest with yourself about how much time and money you have to put into this venture.
The final thing I would say is once you start your business, don't be afraid to delegate. In the new world of work, you can find people who want to work as virtual contractors — your virtual assistant, your virtual bookkeeper, whatever it might be.
Employers Want to Know: What Can You Do for Me?
There's a section of your book that was very different than what you've written before, because it was very personal. You talked about how you were asked to apply for a job recently and then didn't get it. Can you talk about that experience and what other people can learn from it?
When I got into the interview process for it, I found myself breaking the rule I tell everyone: Don't go back to 'in my day' or 'way back when.' I realized that I was harking back to jobs I had twenty years ago and needed to push myself to stay present in what I could do today.
And I focused too much on doing my song and dance about me, about 'Aren't I wonderful?' In retrospect, I spent a lot of time talking about myself and bragging about my abilities without focusing on what the company wanted.
What they wanted to know was how I could solve their problem. I was focusing too much on Kerry and Kerry's ambitions.
It's important to remember when job hunting that it is always about them. That was a good lesson for me to learn. They ended up hiring somebody younger, who would work in house and who didn't want to be a remote worker.


How to Take Control of Your Career After 50

Richard Eisenberg

What is the state of the job market for older workers? How can we better manage our careers as an asset that is part of a retirement plan? What are the prospects for people thinking of launching second careers as entrepreneurs?
Kerry Hannon and John TarnoffThis special edition of my RetirementRevised.com podcast features answers to these questions from two experts: Next Avenue blogger and author Kerry Hannon and career coach and author John Tarnoff. They’ve each written books advising older workers on how to navigate the job market, but look at the subject through somewhat different lenses.
Hannon, a journalist by background, has written Great Jobs for Everyone 50+. This spring, she’ll release her newest book (co-published by Next Avenue and Wiley): Never Too Old to Get Rich: The Entrepreneur’s Guide to Starting a Business Mid-Life.
Tarnoff, a Next Avenue Influencer in Aging, has worked as an executive and producer in the entertainment industry and as a technology entrepreneur. His own career hit a wall at 50, which led him to his current work as a reinvention career coach, helping people navigate job transitions. In 2017, he published Boomer Reinvention: How to Create Your Dream Career Over 50.
(The conversation with Kerry and John is part of my weekly subscription newsletter and podcast on retirement and aging — here's a sample edition —featuring my recent interview with CBS business analyst and author Jill Schlesinger.)
 
(player opens in new window) 


Listen: RetirementRevised.com's Podcast on Working After 50

Mark Miller

Editor's note: This article appeared previously on PBS NewsHour. It is part of a Next Avenue special section about women age 50+ managing their money.
Keeping physically fit is always important, but as we age, it becomes even more imperative to maintaining quality of life. According to personal finance expert and Next Avenue contributor Kerry Hannon, the same is true for financial fitness.
 
Hannon stresses the importance of “financial fitness” for women, and especially for female members of the baby boomer generation, who are now entering their 50s and beyond.
(MORE: 50+ Women: Take Control of Your Money)
 
“Women have been part of the workforce more in this generation than before,” Hannon says, they are also likely to stay in the workforce longer. The full retirement age for Social Security has risen from 65 to 67, and, according to Transamerica Center for Retirement Studies’ “Fifteen Facts About Women’s Retirement Outlook,” 57 percent of women plan to retire after age 65 or not at all.
 
Women face some unique challenges in planning for their financial future. Women famously earn 78 cents for every dollar earned by men. In a recent article for Next Avenue, Hannon points out that women are more likely to deviate from their career paths by taking time off to raise children or care for aging parents. They also tend to work for smaller firms and nonprofits that may not offer to match employees’ contributions to their retirement savings plans, if they offer a plan at all.
On top of that, Hannon says, “most American women will find themselves single at some point from the age of 65 to the end of life.” This means women should be prepared to navigate the financial world on their own in their golden years.
 
Research suggests the average American woman does not believe she is up to the challenge. A Fidelity study released in February found that 82 percent of women were confident in their ability to budget and manage their daily finances, but only 37 percent of women felt confident planning for their retirement.
(MORE: 4 Ways Women Can Manage Their Money Better)
 
Six Money Tips for Women 50+
Hannon offers the following financial fitness regimen for women in their 50s who are seeking to increase their financial know-how:
 
1. Start with the basics.
 
On the first day of a new fitness plan, it is inadvisable to bench press 100 pounds or run 10 miles. A better path is to start small, lifting 10 pounds or running one mile, and build up to bigger things. Likewise, Hannon recommends wading slowly into the retirement planning waters.
 
“Pencil out a budget,” she advises. Having a solid understanding of how much you are spending now will help you estimate how much you will need later in life. If you are working, Hannon suggests not only taking advantage of your employer’s 401(k) or equivalent plan, but investing enough to receive a full company match if possible. “Consider that free money,” she says.
 
Hannon also recommends setting up an emergency fund outside of work if you have the resources, preferably an index fund or similar account where you can withdraw money in a pinch without paying a penalty.
 
For women seeking to further their financial education, Hannon points to a wealth of resources in print and online, including The Charles Schwab Guide to Finances After 50 by Carrie Schwab-Pomerantz, Women’s Worth: Finding Your Financial Confidence by certified financial planner Eleanor Blayney, as well as smartaboutmoney.org, a program of the National Endowment for Financial Education and wiserwomen.org, the website of the Women’s Institute for a Secure Retirement.
 
Women over 50 can also find retirement and financial planning advice on Next Avenue’s website. Those who have the time and funds could also enroll in a personal finance course at their local community college or consider hiring a financial adviser.
 
2. Do not fear the financial adviser. 
 
Less than half of the women surveyed in the above mentioned Fidelity study felt confident talking to a professional financial adviser about money and investments.
 
“It’s not like you need gobs of money to get someone to work with you,” says Hannon, who thinks a financial adviser or Certified Financial Planner can be a valuable resource, especially for older women, who may not be as comfortable navigating financial planning resources online.
 
Hannon recommends connecting with a professional through the databases of the National Association of Personal Financial Advisors, the Financial Planning Association or the Certified Financial Planner Board of Standards.
(MORE: Stop Financial Illiteracy From Endangering Your Retirement)
 
3. Take care of yourself first.
“Women often do put other people’s needs in front of their own,” argues Hannon, who observes that many women play the role of caregiver either to children or aging parents. But she emphasizes that taking care of your own needs is an integral part of financial fitness.
 
“If you have a choice between your kid’s college fund and your retirement fund, do your retirement fund,” she says. While many feel obligated to pay for their children’s education, Hannon stresses that this is not a requirement. There are many options out there for children to pay their own way through school, and they will have many more years to pay off their debt than you will to rebuild your nest egg.
 
Also, if you do not have adequate funds saved for your retirement, the burden is ultimately shifted to your children, when they must care for you later in life.
 
Along those lines, Hannon views estate planning as part of retirement planning, and recommends looking into long-term care insurance. (Not all experts agree on the benefits of long-term care insurance.)
 
4. Talk it out. 
 
“Women are more comfortable talking about sex than salary,” according to Hannon, who believes failing to talk about your finances with your spouse or significant other “shows a lack of trust in the underpinnings of a relationship.”
 
“Build your (investment) portfolios as a team,” she advises, “it is kind of fun when you have a partner to do stuff with,” and that way both parties share in the weight of major financial decisions.
 
Hannon also encourages women not to keep the discussion of financial matters between themselves and their romantic partners. She suggests starting a book club with friends to read and discuss books about investing and managing money.
 
Lastly, Hannon urges mothers to talk to their daughters about financial planning. “Sit down with your daughters and do this together,” she says. “Women in their 20s tend to spend, men tend to save, as we age this seems to reverse.” Books like, Prince Charming Isn’t Coming: How Women Get Smart About Money by Barbara Stanny and Get a Financial Life: Personal Finance in Your Twenties and Thirties by Beth Kobliner can help give your daughter a head start.
5. Advice for divorcées:
 
“Rarely should you choose the house over retirement assets,” Hannon tells recent divorcées, “The best scenario, according to the experts I have talked to, is to sell the house and split the proceeds … I would negotiate hard for retirement assets over alimony if possible because alimony is taxable and that is just a short-term plan.”
 
Wondering if you have a claim to your ex’s Social Security benefit? You do if you are age 62 or older, were married for more than 10 years and have not remarried. Collecting this benefit will not impact what your ex-spouse receives, Hannon says.
 
For more information on maximizing your social security benefits after divorce or otherwise, check out NewsHours's weekly “Ask Larry,” columns.
 
6. Advice for getting back into the workforce:
“Get over yourself and don’t expect that the doors are going to swing wide open for you,” Hannon warns women seeking to re-enter the workforce. “You’re not necessarily going to pick up where you left off.” Hannon recommends attending alumni events and becoming active on social media to “pump up your network,” and let those around you know you are looking to re-enter the workforce.
 
“You may need to add skills to get back to the salary you were making,” advises Hannon, who cautions that “age discrimination is alive and well in the workplace.” In spite of this, she tells women not give up. If you are unable to find a full-time position right away, consider freelancing, contract work or even volunteering. These opportunities will allow you to learn new skills and grow your network, and may turn into something full-time or permanent. NewsHour's “Ask the Headhunter” column is a valuable resource for job seekers.
 
Along side a 401(k), independent savings and Social Security benefit, a part-time job is part of many women’s retirement plans — 49 percent of women plan to work after retirement, a recent survey found. Hannon views these four factors as “the four pillars of retirement.” These pillars provide the basis for women’s financial fitness in their 50s and beyond.
 
Have more questions about financial planning for women in their 50s? Check out Next Avenue’s full series on this topic. And join us on Twitter this Thursday, April 9, from 1-2 p.m. EDT for a chat with Hannon (@KerryHannon), Next Avenue Assistant Managing Editor Richard Eisenberg (@richeis315) and President of the Women’s Institute for a Secure Retirement (WISER) Cindy Hounsell (@WISERwomen). Follow along and chime in using #NewsHourChats.


How Women 50+ Can Achieve Financial Fitness

Nora Daly

When it comes to shopping, Southern California e-commerce marketplace senior executive Mary Hannon is an expert. But when Hannon became a caregiver in her 50s for her 80-year-old mom with mid-stage Alzheimer’s disease, she realized she needed to look at shopping in a whole new way.
“My mom has been a widow living alone for twenty-five years, so she has a fierce independence streak,” said Hannon. “But Alzheimer’s wreaks havoc on independence in a lot of ways, such as my mom not driving anymore. And that has been my challenge as a caregiver.”
One big issue for Hannon: shopping in stores with, and for, her mom. Sometimes, Hannon’s mom gets fatigued. Or the shopping experience proves fruitless. Hannon recalls spending about three hours with her mother unsuccessfully going from store to store to find her mom’s favorite makeup. Ultimately, Hannon gave up and ordered it on Amazon.
Although 82% of caregivers who shop for their loved ones prefer to do it in stores, 84% end up shopping online because it is so much easier.
And, said Hannon, “it’s not the shopping time that has been a challenge, lately it’s the process of just getting to the store.” Recently, her mother has been hiding her purse out of paranoia that people are stealing from her. “My mom insists on paying for her own groceries and other items, but when it takes me thirty to forty minutes to find her purse, that puts an emotional toll on me,” noted Hannon.
AARP Study on Caregiving Shopping Challenges
A new AARP study on the caregiver shopping dilemma, conducted by NORC at the University of Chicago (a social research organization), found that nine in 10 family caregivers shop for the person they’re assisting, but it often isn’t easy for them. And, the survey of 1,127 unpaid caregivers discovered, the time commitment, in-store experiences and other inconveniences pose a challenge for 31% of family caregivers.
According to AARP, although 82% of caregivers who shop for their loved ones prefer to do it in stores, 84% end up shopping online because it is so much easier. AARP experts and others spoke about these challenges last week at The Price of Caring AARP Executive Summit in Washington, D.C., last week.
As for Hannon, she wants to take her mom shopping because, she believes, it’s good for her mother and good for their relationship. By getting her mother out and moving, the physical activity helps manage her mom's anxiety and agitation, two hallmarks of Alzheimer’s disease. It also works to combat her mom’s social isolation — a worry of Hannon’s, due to her bouts of depression from realizing the limitations the disease has placed on her once-full social life.
“Having me there for safety and comfort in case she gets confused is essential,” Hannon said. “At the same time, I get a lot of my important tasks done, and I get to share that quality time with my mom.”
The AARP study also found other dilemmas for caregiver shoppers who want the bricks-and-mortar store experience, like limited seating and narrow aisles.
The Parking Problem
Parking can be a real struggle, too. Having to park far away means forcing an older loved one to either walk with you long distances or dropping him or her off to wait alone until you find a spot and meet up.
To solve this problem when shopping with her grandmother who has Type 2 diabetes and heart disease, Arizona caregiver Lisa González, has turned to on-demand rideshare services.
González’s grandmother raised her since age 10 when her single mother died from cancer. To González, providing caregiving for her grandmother is a blessing, not a burden. “Keeping up traditions for my Lita is important, so we still go to Target every Sunday after church, which we’ve been doing since I was a little girl,” said González. “When I was younger, we took the bus. But now I use Lyft or Uber.”
One Sunday excursion to Target when Gonzalez drove helped convince her not to try that again. “As I was loading the groceries into the car’s trunk, my grandmother fell getting into the car by herself. Uber just became an easier alternative because I can focus on her and not the driving.”
While González said the $20 to $30 roundtrip rideshare cost is a consideration, she sees it as an investment in her grandmother’s happiness.
How Retailers Are Trying to Help
Fortunately for family caregivers, some large national retailers are trying to help. Said AARP Chief Advocacy and Engagement Officer Nancy LeaMond: “We are starting to see momentum across a range
AARP's Nancy LeaMond at AARP Caregiving Summitof stakeholders — policymakers, employers, consumer-facing businesses, academia and nonprofits — working on solutions to better support caregivers.”
Walmart, Target, Sam’s Club and Kroger’s, are addressing caregiver shopping challenges with a “bricks and clicks” solution. Customers use a smartphone app to shop, and then pick up items curbside when it’s convenient for them.
Other retailers, like Best Buy, come to the shoppers.
“We’re offering curated health care technology which helps caregivers make decisions easier,” said Sarah Jones, vice president of commercial product at Best Buy/GreatCall, speaking on a Caregivers As Consumers panel at the AARP event.
The consumer electronics retailer offers customers an in-store aisle with expert guidance on home safety remote monitoring, video doorbells, smart locks, voice assist devices and other items. If customers buy any of these types of products through Best Buy’s Assured Living program, the store’s Geek Squad technicians come to the home to install them and then provide ongoing technical support by phone.
Last year, Best Buy bought Great Call, whose customers own that company’s Jitterbug phones as well as its wearable and home-safety remote monitoring devices. Live operators are trained on challenges faced by older adults and family caregivers.
5 Tips to Help Family Caregivers Shop
Here are five ideas to help family caregivers shop more easily:
Online: Family caregivers can find medical equipment, such as walkers and grab bars for showers, at online retailers like Amazon, firstSTREET, Active Forever and CaregiverProducts.com.
Delivery Services: Many dry cleaners now pick up and deliver. Meal delivery services can help reduce trips to the grocery store, although they charge premium prices. González uses a service called Mom’s Meals, because it has diabetic-specific meals. Apps such as Postmates deliver from restaurants and other retail shops.
Pharmacies: CVS has daily delivery of medications and its in-store Minute Clinics provide health services. Most CVS stores have a Higi Station — a wheelchair-accessible booth where caregivers and their loved ones can sit and receive health readings such as blood pressure, pulse, weight and BMI.
Since acquiring Aetna last year, CVS has also piloted HealthHUB in Houston and is expanding this year to several places around the country including Atlanta, Philadelphia, southern New Jersey and Tampa. An in-store and digital program, it offers: a learning tablet to help customers find out about wearables and other health items, as well as an in-store care concierge, dietician and other health care experts for weight loss programs, sleep apnea tests and diabetes care. CVS plans to have HealthHUB in 1,500 stores by 2021.
“Retail isn’t dead, bad retail is dead,” said Christopher Cox, senior vice president for CVS Health, at the AARP event.
Tech-enabled and Human Personal Assistants: Ordering home-delivery items through a voice assist device such as Amazon Alexa or Google Home can be a time saver. And human-based ones like Takl, Task Rabbit or Free Hands, can take care of chores, so caregivers find time for in-store shopping.
Discounts and Coupons: Some employers offer their workers access to online marketplaces for discounted goods and services, such as LifeMart. Caregivers can also use apps like Fetch to scan in grocery receipts and receive reward points for cash gift cards. Unlike some other coupon and rebate apps, you don’t necessarily have to take surveys or watch videos to unlock rewards.


Shopping Made Easier for Family Caregivers

Sherri Snelling

(This article appeared previously on Grandparents.com)
A few weeks back, a friend confessed he was worried about finding work after he turns 50. His admission came shortly after a fortysomething acquaintance wrote this on Facebook:
Just spilled my coffee on a Millennial talking about how he won't hire anyone who has been on the work circuit for more than 15 years.
As they move into their 40s and 50s, members of Generation X are confronting the reality of ageism in the office, something older workers know all too well. For boomers, it's been a fact of life for decades, making it difficult to find and keep jobs in fields dominated by younger and younger coworkers.
The situation was only exacerbated by the Recession of 2008, which led many older workers to find themselves out of work for weeks, months and even years. Some have never recovered, financially speaking. Some never will.
It has everything to do with widespread, culturally ingrained age discrimination. "Ageism is alive and well in the workforce," says Kerry Hannon, career expert, Next Avenue blogger and author of Getting the Job You Want After 50. "And you don’t need to sugarcoat that."
The Facts About Age Discrimination at Work
Ageism begins during the job search. While the current unemployment rate for people 45 and over is comparatively low — about 3.5 percent versus 4.9 percent nationally — older workers are at a disadvantage when looking for new gigs. They take longer to find work and make up about 45 percent of the long-term unemployed.
When they are hired, it’s frequently in occupations that are different from their previous jobs, and they often settle for less money — especially if they’ve been out of work for an extended period. In a 2014 survey of roughly 2,500 older workers who'd been unemployed in the previous five years, 57 percent said “employers think I am too old” was a barrier to being hired.
Research supports their claims. Last year, University of California Irvine economist David Neumark sent out 40,223 resumes, and found that workers age 29 to 31 were 18 percent more likely to get a callback than workers age 49 to 51, and 35 percent more likely than workers age 64 to 66.
From offensive comments to unexplained layoffs, ageism doesn’t stop once you’re on the job, either.
About two in three workers between age 45 and 74 have experienced it at work, according to AARP. Most people believe ageism starts in their 50s, though research suggests it actually begins around age 35. The Age Discrimination in Employment Act of 1967 was supposed to address this unfairness, but in 2015, over 21,000 complaints were filed with the government.
"In my experience, most have been people who have been employed for a long time, who have gotten up there in age and wind up being terminated," says Scott M. Behren, a Florida-based lawyer who handles age discrimination cases. "A lot of time the older employees are making more money, and the companies want to get rid of the higher-paid employees."
Sadly, such cases almost never see the inside of the courtroom. "Discrimination claims are difficult," says Behren. "There’s usually a harder standard of proof."
Why Age Discrimination Happens
Unsurprisingly, age discrimination is rooted in preconceived notions of older workers. "[Management] worries that you’re not up for the job, that you don’t have the stamina and energy, that you’re not up to speed with technology, that you’re stuck in your ways," says Hannon. "They’re worried that your salary demands are high and you’re expensive in terms of benefits. They’re concerned you won’t be happy reporting to a younger boss, that you’re not in it for the long haul — that it’s a holding place until you actually retire."
As it turns out, however, mountains of research contradict these harmful stereotypes.
"Older workers are more loyal, tend to be more engaged in their jobs and have a bigger network to pull from in terms of getting the job done," says Hannon. One 2012 Journal of Personnel Psychology meta-analysis of over 400 studies found that negative stereotypes associated with older workers — including low energy levels, more health problems, extra family commitments and resistance to change — were totally unfounded. Another 2015 AARP report discovered that employees over 50 cost less than expected and displayed "greater professionalism, a stronger work ethic, greater reliability and lower turnover."
What to Do: Getting Hired
Despite all the evidence, preconceived notions about older workers persist. Hannon has four tips to combat ageism while job searching:
Market yourself. "Focus on your selling points as an individual worker," she says. Tailor your experience to the specific job. "Be conscious and focus on your skills and what you have to offer the employer based on what their needs are."Get fit. "The real key to fighting the stamina [stereotype] is to get physically fit," notes Hannon. She says it’s not necessary to run marathons, but an exercise program is a good idea. Hannon's view: "Your appearance matters, and when you’re fit, you deliver."Stay up-to-date with tech. Computer knowledge is necessary to function in the modern workplace, including social media. "You have to be on LinkedIn to show you’re agile, and you understand technology," says Hannon. Don’t ignore the latest developments in the field, either. "When a job has a certain requirement, and says you need a certain certification in a certain area, go get it," advises Hannon.Reframe your compensation. "Think of salary as more than just that number. Think of it as a total compensation. Can you negotiate for vacation? Can you negotiate for flex time? Autonomy and feeling in control of your time and work-life balance means so much more than a number," Hannon says.What to Do: On the Job
What if you’re experiencing ageism on the job, whether it’s a new gig or a long-held position?
If it’s something relatively small, like a passing comment, address it when it happens. "Say, 'This is troubling me,'" says Hannon. "Call it out. Don’t just hide it under the table. And if it doesn’t stop, you do need to go human resources and get a record."
Don't do anything to encourage ageism stereotypes. "Be very careful talking about the old days, or that your knees are creaky," Hannon says. "I encourage people not to say anything age-related."
If the problem is more than inconsiderate remarks — you’re passed over for promotions or unnecessarily disciplined, for example — you might consider taking action. "Document it as much as possible in writing to HR," says Behren. "Keep diaries, keep logs of actions taken against you because of your age."
Understand, though, that age discrimination is almost never explicit, making it hard to prove. Employers rarely say they’re disciplining or firing someone because of his or her age.
Dispute unfair disciplinary actions in writing, and if you are fired, make sure your lawyer sees any severance agreement before you sign.
Should you decide to pursue your complaints further, remember that age discrimination lawsuits rarely make it to court. “It’s really hard to win these cases,” says Hannon. “If you can deal with it without going the full distance, you’re probably better.”
What’s to Come
Ageism — both at work and outside the office — isn't going away anytime soon, but we can help make things better for older employees by just being ourselves.
Standing up for our own qualifications and confronting prejudices against working boomers are just two of the real, actionable measures we must take in addressing larger, more institutional issues.
And if you're anxious your struggles will be for nothing, don't worry. As Generation X is discovering, ageism eventually happens to everybody.


Ageism in America: Discrimination by Employers

Kristen Sturt

And now, Next Avenue interrupts the news about how impossible it is for people over 50 to find work with this bulletin: It actually isn’t.
In fact, not only are there great jobs and business opportunities for Americans in their 50s and 60s, some of them have sprouted precisely because of the nation’s aging population. At least that’s what Kerry Hannon says and I’m inclined to believe her.
You may know Kerry from her weekly Next Avenue blog on women and money. But she’s also the author of the excellent new book Great Jobs for Everyone 50+: Finding Work That Keeps You Happy and Healthy … and Pays the Bills.
When I spoke to her about her research and, in particular, what she calls great jobs to ride the "age wave,” I was pleasantly surprised by her optimism.
(MORE: How Long Will You Need To Keep Working?)
“If you have confidence in yourself and get out of the mindset that you’re too old to get hired or to start a business, there’s actually a smorgasbord of possibilities,” she says. “You just have to think of what can I do, not what can’t I do. And you need to brag a little about yourself.”
Hannon says it’s important to “get unstuck” believing that the next work you do must be just like the kind you’ve done in the past. That brings me to her “age wave” jobs and who can get them.
I was especially intrigued by three she describes in her book. If you’re interested in one of them, you may need to pump up your skills or take some classes:
Health Care/Patient Advocate
Job Description You help patients navigate the medical system by filling out insurance forms, dealing with billing mistakes, contesting insurance coverage rejections, finding specialists and hospitals, going with them to appointments, negotiating doctors’ fees and picking up prescriptions.
Median Pay Range $15 to $50 per hour, but pay can rise with experience.
Qualifications Hannon says community colleges and nonprofits are developing training and certification programs for this field. No licenses are required. The websites for the National Association of Healthcare Advocacy Consultants and the nonprofit Patient Advocate Foundation can provide more information.
Senior Move Manager
Job Description You help retirees relocate to smaller quarters, typically to an apartment or retirement community, by coordinating the move and configuring the new home setup. This means helping them choose which items in their present home to sell, donate or toss. You might even run their yard sale or shop for new furniture.
“People need someone who can step back and help them decide what’s worth keeping,” Hannon says. “When they have to look at all the things they acquired over their lifetime — it’s daunting!”
Median Pay Range: Fees range from $30 to $75 per hour, or more.
Qualifications: Knowledge of interior design is essential and it helps to have an “in “with a local real estate agent to launch your business and to provide a steady clientele. The website of the National Association of Senior Move Managers can give you information about courses and — if you want it — certification.
Aging In Place/Home Modification Pro
Job Description You help people in their 60s and beyond continue to live in their homes, figuring out ways to convert or adapt the residences to stave off accidents, like building ramps and installing grab bars in the shower. You might work with contractors, architects and interior designers to make the modifications.
“It’s kind of like becoming a general contractor for the homeowners,” Hannon says.
Median Pay Range: $40 per hour and up
Qualifications: The National Association of Home Builders offers a course that teaches design and building techniques to make homes accessible for older residents; it's offered all around the country and typically costs around $300.
For other jobs with promising prospects, according to the U.S. Bureau of Labor Statistics, you might want to read my earlier blog post: “Where the Jobs Will (and Won’t) Be.”


3 Great Jobs to Ride the 'Age Wave'

Coming soon to a bank near you: the divorce mortgage?
If so, this could be a welcome development for older homeowners who want to stay in their houses or condos after a marital breakup but don’t have the cash to do so.
According to a recent article in the British newspaper, The Telegraph, some lenders in Great Britain may introduce the “divorce mortgage” later this year, due to “a flood of older people being forced to sell their homes after they split in later life.”
Here’s how it would work, according to The Telegraph: The soon-to-be ex who wants to remain in the home would be able to borrow enough to buy out their former spouse with the lump sum from the lender. The bank would also lend the person staying put extra money that would go into a savings account and be used to pay the loan interest over a set period of time. At the end of the loan’s term, the borrower could sell the home and pay back the lender from the home equity or take on the full mortgage.
“It’s all about helping someone stay in their home for a set period,” Simon Collins, of the British mortgage adviser John Charcol, told The Telegraph.
The Rising Gray Divorce Rate
Such a financial product might be exceedingly helpful in the United States, too, given the rise in the “gray divorce” rate.
As Next Avenue blogger Kerry Hannon wrote in The Big Money Mistake Divorcing Women Make,  the divorce rate among American adults 50 and older doubled from 1990 to 2014, according to the National Center for Family and Marriage Research at Bowling Green State University in Ohio. And, Hannon noted, a Securian Financial survey of 546 people who divorced after 10 years or more of marriage found that in more than half the divorces, one spouse kept the home.
But paying for a home at that age can be challenging, especially if you’re still shelling out tuition bills and your sole income isn’t enough to cover the monthly mortgage nut. You could find yourself selling another asset — even some of your retirement funds (No!!!!) — to do it.
Even if you’ll be receiving alimony, lenders don’t always count that as income until you’ve been getting it, on time, for six months. Worse, your homeowners insurance premiums could shoot up if your credit score is lower than when both you and your ex’s names were on the policy.
Financial experts Hannon interviewed recommended against divvying up the home in a split. Instead, they said, divorced couples should sell the home and split the proceeds — otherwise, the home could be an expensive proposition for the person staying there, with no guarantee that it will appreciate in value.
My advice: If you’re about to get divorced and co-own a home, meet with a financial adviser or a credit counselor to assess the money implications of staying put.


How the 'Divorce Mortgage' Could Help Older Homeowners

There is power in talking openly about mental health and mental illness. Featuring expert insight and personal stories, find support and resources on how to challenge stigma and rethink mental health as we age.

In the last 10 years, Americans aged 60 and older have amassed debts quicker than all other age groups, partly because too few saved enough to retire comfortably. This series seeks to raise awareness about common debt traps and how to escape them

For some, leaving the workforce proves to be unfulfilling or not financially sustainable. We’ll feature stories about people who ‘unretire,’ including those who start a new business.

Nationwide workshops and festivals offer community for aging artists

Talking About It: Aging and Mental Health

Debt Free

The Great Unretirement

Art + Aging in Community