The seven ages of pay(ne)

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Introduction

As a reward specialist and commentator I have a particular interest in the financial characteristics of the journey of life.  Shakespeare wrote of the seven ages of man; I like to think of it as the seven ages of pay(ne). 

  • 16-18 – Making hay and sowing oats with the Bank of mum and dad
  • 18-21 – Sunrise over the start of the loan journey
  • 21-30 – The breaking dawn of early earnings and mortgaging future pay
  • 30 -40 – (Un)Happy families – climbing the debt mountain
  • 40-50 – Sunlit uplands of peak earnings and debt repayment
  • 50-60 – Watching the sunset as the storm clouds gather; dawning realisation of old age – being the Bank of mum and dad
  • 60+ – Old age? – an undiscovered country

Each of these ages of pay(ne) has characteristics and needs.  Segmentation of the employee population for reward and benefits needs to consider the differing stages of the financial journey.

We will view the journey both from the individual and the corporate perspectives.

There is a presentation supporting this blog at http://prezi.com/j5bconnfij_q/seven-ages-of-payne/?kw=view-j5bconnfij_q&rc=ref-14837539

 

16-18 Making hay and sowing oats

This is the start of the great journey.  Unless we have had the good fortune of a financial education we worry not about the financial future; we are immortal.  The Bank of mum and dad provide the wherewithal to pursue hedonistic desires; even if the need for a good education and a part time job obstructs the high road.

18-21 Sunrise over the start of the loan journey

This age marks the start of the higher education adventure, but, at a cost.  Student and educational loans are an overhang for a large part of the financial journey.  For the corporates – and, for example, the armed services; it can provide a cheap way to encourage engagement.  This is achieved by sponsorship through this part of the voyage or by the promise of help with the initial debt burden.  As was said in the past “give me a child until he is seven and I will give you the man” now the motto is “engage them at 18 and keep them for a while”.  Given the “war for talent” paying for engagement at ages 18-21 is cheaper than trying this later in life.

21-30 the breaking dawn of early earnings and mortgaging future pay

When mentoring undergraduates and graduate trainees I tell them that if they are not managers by age thirty they are unlikely to reach the top of their profession.   This is a time of rapidly increasing earnings. At the same time, they are mortgaging their future earnings to borrow to get their foot on the foot of the property ladder; or buy desirable consumer goods.  The financial decisions made here cast a shadow over the rest of the financial journey.  For organisations, the focus should be on a good base salary as the start of wealth creation, with the promise of future riches for good performance and engagement.  An issue is divining the motivations of this cohort.  We have seen generation X and Y come and go – what are the drivers of the new cohort?

30-40 (Un)happy families – climbing the debt mountain

For individuals this is the time of playing (un)happy families while also climbing the debt mountain of mortgages, school fees, loan repayments, divorce settlements, child maintenance and other claims on their wealth and income.  For the organisation; the provision of pension savings (even if not taken up), life cover, personal medical insurance and the like, all become part of the glue mix to hold on to high performers alongside the promise of wealth creation through equity LITPS (Long term incentive plans) and the like.  At one time having a final salary scheme was (at least in the UK) a good, albeit expensive way, to maintain loyalty – alas no more.  Working in investment banking I introduced a well-received concierge service for our cash rich but time poor traders.  Providing a benefit that is valued by employees is an important component of the glue recipe that supports corporate strategy and objectives.

  40-50 ~the sunlit uplands of peak earnings and (hopefully) debt repayment

In a professional or management career these are the peak earnings years. The children, if any, will have flown the nest.  Disposable income will  be available to repay the debt and, if one has been lucky, the wealth creation promises of LTIPs will start to provide a boost to lifestyle,  Perhaps, it is time to start some serious pension savings (far too late of course).  Organisations will seek to cocoon there employees of this age; both because of the investment in training and skills that would have taken place; also, because of the dawning demographic realisation that the talent train behind has left the station almost empty.  Employees have the potential to be looking for security and certainty or alternatively the chance to develop even further and perhaps in new directions.  Status is important now – job title or car, corner office or the key to the executive washroom.

50-60 watching the sunset as the storm clouds gather – the dawning realisation of old age and becoming the Bank of mum and dad.

This is the time when the ugly reality of the journey’s end comes into focus.  Only a few more years of earnings ahead; with little saved to live on in retirement.  Now, there is an increase in financial demands; grown up children looking for help to purchase a property. There may be financial demands from elderly relatives unable to afford decent care as they descend in to old age and destitution.    Dickens would have had a field day commenting on the plight of our elderly, inequality and unemployment.  For organisations, the provision of assistance with social care and financial education for retirement are of importance.  In the ideal world, providing the facility to wind-down before retirement by working part-time would be an option.  However, the realities of the demographics, economics and the current political malaise make this a difficult scenario.  Some argue that older workers are more productive and more reliable – one hopes so.  This is not the worst of times or the best of times to be in this group; but it is clearly no bed of roses no matter where you are in the world.

60+ old age? The undiscovered country

The average income for those over 65 in the USA is just under $30,000.  In the UK it is approximately $28,000. (The two data sets are not completely comparable).  Hardly a fortune and almost certainly giving a lower standard of living than the recipients had hoped.  Longevity is increasing at a tremendous rate in the developed world so more people are living longer but with less income.  A good news, bad news story; you will live longer but be poorer.  Now with the debt overhang of the individual, their children and potentially elderly relatives “The good life” is but a dream.

For organisations the changing demographics as well as the alleged lack of skills of the younger generation means that they should start to prepare to employ those over sixty in increasing numbers.  That will cause new challenges.

Conclusion

Segmentation of our employees is a useful tool in reward.  Reflecting on the different cohort’s needs and aspirations when aligned with our business and reward strategy is a powerful approach.   For individuals, financial planning and awareness of the bumpy weather on the journey ahead will help prepare us to make the best of the domain of our old age.

This article is tongue in cheek; but it reflects underlying truths for both organisations and individuals.  I hope you enjoy and have a profitable journey and good weather.  Now where is my map to the sunlit uplands?

 

 

 

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