Key areas


The experienced consultants of Demografieberatung are constantly developing new solutions for current challenges. They will help you to recognise and utilise the strenghts, values and resources available in your company and secure lasting success across these five fields of action:


Young man standing by flipchart and giving presentation over new business strategy for the first financial quarter. Young man giving business presentation to colleagues sitting around table in conference room.

© Jacob Lund –

work design


Workplaces designed to accommodate the needs of older workers, that promote learning and that enable flexibility are conducive to consistently productive and motivated employees. Considering employees’ individual life stages and actively involving them in the design of their workplaces, working hours, and other work-related structures and processes will become increasingly important in future.

leadership and culture


Personnel managers should be motivating and support staff in reaching the agreed goals. This means that they need to be aware of employees’ abilities and potential, as well as the strengths of different age groups. If communication is open, if interactions are respectful and appreciative, and if employee input is sought, employees’ identification with the company and their loyalty will be high.

personnel management


Every company wants to have the necessary staff in the required number, with the required qualifications, at the required time. However, with fewer younger people to fill posts and older employees retiring from the workplace, there is a shortage of skilled workers and executives. Companies therefore need to find a suitable mix of measures to attract new staff and retain existing employees. Alongside trying to find staff internally and externally with new innovative approaches, companies’ increasingly flat hierarchies also require alternative pathways with scope for flexible careers beyond classic leadership positions. Any decisions in this regard should be based on an analysis of the company’s age structure. This will show the age groups that are currently heavily represented or that will be in future.

knowledge and skills


An ageing workforce means the loss of critical knowledge as older employees move into retirement. In addition, the half-life of expert knowledge is getting shorter and shorter, increasing the need for skills to be permanently updated. New ways of learning and working to facilitate the intergenerational transfer of knowledge are becoming increasingly important. The focus should be on continuous professional development in relation to technical, social and personal skills.



Looking after employees’ health is vital to ensure that they remain fit for work and productive in the long term and are able to performat their best.